b'Satisfy Posting Requirements Innovative Posting Compliance Solutionsfor Job Applicantsfor a Changing Workforce Employers must display certain employment postings in a prominent location whereAs employee posting requirements grow, how can you stay compliant if your work job applicants can view them (for example, in the lobby if that is where applications areenvironment lacks the wall space to display them all? And what about remotetypically completed). These requirements apply to online job applicants, as well. employeeshow can you meet the legal requirements for communicating their rights? We offer innovative solutions to reach both online and in-person job applicants.Poster Guard Compliance Protection offers innovative options that address therealities of todays workforce.Online Applicant Posting Service Intranet Licensing Service Covers all federal, state, county and city posting For organizations that host a secure employee intranet or web portal, our intranet requirements for job applicants, with 12 months of licensing solution offers another way to give employees (including remote workers) access automatic updates whenever a requirement changes.to electronic postings. Employees can just click a secure link on your intranet or web portal Electronic posters are viewable via a web link you and select their location to view applicable federal, state, county and city postings. can add to your website or online applicant system. DescriptionItem #PriceItem #Price 12-Month Plan DL1-U1200NET$150DL1-U12OASFSL$100 6-Month Plan DL1-U0600NET$89Price per state.Price per state. Call for multi-state pricingAsk about multi-state discounts.All Poster Guard Services Include: Poster Guard E-Service for Remote Workers 12 months of automatic replacements/updatesevery time a mandatory change occurs Meet posting requirements for remote workers by providing easy online access 12 months of legal monitoring, analysis andto mandatory postings. Employees can download and view all required federal, timely notifications about posting law changes state, county and city postings and will receive automatic email updates whenever 100% guarantee that our posting contenta mandatory change occurs, as well as reminder emails if they\'ve not viewed a complies with current regulationsmandatory update. Employee acknowledgments are tracked on MyPosterGuard.com.or well pay the fine, no matter how bigIdeal for field salespeople, home-basedItem #PriceAPPLICANT AREA convenient viewing by all employees and applicants. Visit service.posterguard.com/terms for details. DL1-U1200RDL$12.99Must be posted in a conspicuous place forworkers, virtual work teams, and other EEOCFederal This posting includes all employee notices required by the federal government. USERRA Uniformed Services Employment and Remployment Rights ActU.S. Equal Employment Opportunity Commission EMPLOYMENT ELIGIBILITY 866-463-4574www.posterguard.com 2020 ComplyRight, Inc. remote workers with internet access. Price per employee.Equal Employment Opportunity isIMPORTANT NOTICEw a d Title VI e T G o eg H re A sh itio i TICS n ef G l iic m s e t tsmp r THE LAW t n it po r il c s m t S e r b i sva o ,d f e N ro q i A F le T m d s I r n d rs ie e e ,sfl sst r ro w a a a im thte l n Ra d a d I i m mlo a m N eir t a r lp v ra m C n ct is Eis C m o e sm uo o udl,i sacnrdim oei a 9 t d p, a a fo - n as basetttii lefromu d soo ,dnd e I To Applicants I aIf you:have ap YOUR RIGHTS UNDER USERRA Tm ate wtre na a lw p Up ioj p tlu n ayyremies. \'s Private EmployEmers, State andg Loc or iaGovernments, Educational Institutions,and Employees THE UNIFORMED SERVICES EMPLOYMENT AND REMPLOYMENT RIGHTS ACTloyment Aenc nd Labor OrganizationsAplicaangtsen tocie asn ad nedm lapbloy oeers gafn imzaotiotn ps sr ivre protected under Federl clal aw g ofrvoemrn dmisecnritms, indeatiocntaionn athl ien fstoiltloutwioinngs bases:, employmentmilUidtSiasrcEyRri RmseAi rnpvaritcoietn egoc rta gsc ateirhnetsa jtin op bta rsypitge ahsn tsodfpo sfre ienrsvdeinicvietdmuinae tlmhs bewe Nhrsoa t voioofn tluahenl Dt uairsniailfyos troemrr i eMndve osdleriucnvatiacl Sreiysl,sy at lneem v.ae depSmliEcRpalnoRtyAsmatelosno tthpperoo ushintiiibfoointrssmetoem du pslneodryeevrritcsaek fser.o ate employeRACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN mployefrpolomy dmieescanrtsi,om onianna btlthyio ean bc aicnso imhsi mroinfo gracetre,ocamonol otri,o n,We comply with Use l.S. Iege Ually a.S.uthorizedmmigration laws You have the right to be reemployed in your civilian job if youHEALTH INSURANCE PROTECTIONof the Civil Rights Act jocoyfb )1 ,t r9o6ari 4nn,i anatgiso,acnmlaals esonirfdiiegcaidnt,i.oRpnre,o lrige idfooeuresrs ad ln,is oactnr iditects aplicants and seipdnecucleut dshe oasrfdfasihlinipg. to r and hire onto wly tohrok in th REEMPLOYMENT RIGHTS heoanltthhs p lwanhi lceo ivne rthaeg em filoitr ayroy.u and your dependents for up to 24 reimslcipghiloaornyg,e esee, sxp ra e(yil,n ifgcriluiondugisen p gbr epacnr d oq y eigfcitneass, n iwcahnesre w tihtheDacicsoabmilimtieods aAtciotn of 19 ooipntoahsetieoruna n roitnhge u knndouwen h parhdysshicipal. or mental limitationsa What do you have to do? leave that job to perform service in the uniformed service and:the right to elect to continue your existing employer-basedsxe orn Poster Guard Applicant AreaIf you leave your job to perform military service, you have you ensure that your employer receives advance written or DISABILITY 0, as amended, protect qualified individuals from discrimination onyou have five years or less of cumulative service in theEven if you don\'t elect to continue coverage during your military Title I and Title V of the Amer verbal notice of your service;the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, clasification, referal, and other aspects ofuniformed services while with that particular employer; hearvthgc o ep,l yso) hhcsaeve noeprtythofeueoxcral rruisgeesh ritrove inctesoemb-(ecpe.ol grno.eny,eected ilids,ret ga-etenexdies rtaiinlnl yygoecwuso irnt ohedro miitunn nesefmapnlooytmheernwt. isDe isaubailliitfie dd iisncdriimviidnuaatilo wni tinh cal uddiseasb niloitty m wahkoin gisraena asopnpalibcalen ta ocemmmpolodyaeteio, bn ator you return to work or apply for reemployment inacilltuiinsi penru wioxdea timely manner after conclusion of service; andAGE t otifo n19, d67is,c ahsa argmee, npdaey,d f, rpinrgoet ebcetns eafpitps,li cjoabnt tsr aainndin ge,m cplalsosyifeiceas t4io0n y, ereafres rorfa al, gaen do ro othldeerrAll new hires must produce proof of identityyou have not been separated from service with a disqualifyingENFORCEMENTdischarge or under other than honorable conditions. The U.S. Department of Labor, Veterans Employment and Tishspecer ciAmtgsei no aDf tieoismncrp bimloayisnemadtei ononnt.aing eE min phloiryinmge, pntr oAmc ays omf tphe dloymaete ent emligpilboilyitmy went bithien 3 bgins. Yusionesu ms usttfo ny dom ubil taienarerefyeitsslieg yirobviluec e wt ooo ru,bled i n hr esaeovmem pea tloctayasienedes, d,yoaifuy comoumu hspata drba nebo rltee sb jtoeobern.e dab tsoe tnhte d jouebTraining Service (VETS) is authorized to investigate and SEX (WAGES) minobhil epitr yp,o ahuyinmbdieteern dtsibomyfilwTaaritgw VII ino nd l Pala wy Aorckt,oinf1job6s3 , thasa ta rmeqendireednf.also c ceRIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION resolve complaints of USERRA violations. Federal Poster ServiceFor asistance in filing a compl1a-in8t,6 o6r- 4f-orU SanAy- DoOthL or visit its er information In ad ona ntiniso i e s to wgfotchmoene dCn iitaviniol ndRs ,mig hientn sthApeec rstf,ao amrsem a inmesget asnbudlbeisshdt,ma tnhetenia tEl.lyq euqa which domopcluemte a Dent(s) yHS Fou worm ant tI-9o p. Yoru ceseann ct frhoom oseare a past or present member ofh te huen uifonrifomremd esde rsveicrveic; eor; on USERRA, contact VETS at prohibiktsl lns,eetxfofodsreistcx, r adinmisdcin rraei An interactive online USERRA Advisor can be viewed equal s R lfo it LIATION tip ork am gainst a person w iche la sesmifipclaotyioene,srferfoemr nation nifes petcaaon the l entslied for membership in t wehbtstpite:/ awtwhtwtp.d:o/ .gwovw/e.dloalw.gso/vu/sveertrsa. .htm. Poster Guard Binder Service for Small Workspaces GENE are obligated to serve in the uniformed service; If you file a complaint with VETS and VETS is unable to onitle eIn etof icthi oremneattioic nIn ifno rhmirinatgi,o pnr oNmonodtiioscnr,i mdiisncahtairogne ,A pcat yo, ffr 2in0g0e8bpernoetfeitcst,sjaobp ptlircaainnitnsg a, c et himce ira licants,with iisnts ostruf actcicoenps otabn tle dhe bocuacmk oenf tts ihe Fn aorccorm dIa-9n. then an employer may not deny you: resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as efm ednpisleoteiyacm sieensf nootrr.mGdaIiNstiooArndaeinlrsscol u inrd efesastmr iniiclftyo s rmemmeamptiolboenyr esarb s(of auamct lguye inmsieteitodicnic t aeols f thgisse otnofe rtayicp) ;p ilnainfcoadrn mrtesaq, teuiomenspt aslon fyode res otsr, rio crtrel yct ehliimepitritofsa fmd gisielcynl ometsiuecrm sebe orevf rgisce; etnsh by ap rm initial employment; You may also bypass the VETS process and bring a civil action reemployment; applicable, for representation.Amll po any benefit of employment Thheeagainst an employer for violations of USERRA.ngs uagne ilan awfunl fy oor af thne fyoone kllownoinwg aincgtliy tvito ies forretention in employment; s listed here may vary depending on the circumstances. ET yees, or their family members. im ployment OURRED et i promotion; or igxht tof this notice was prepared by VETS, and may be assisting in the enforcement of USERRA rights, includingprograms/userra/poster.htm. Federal law requires employers to http://www.dol.gov/vets/in a dcreimse inFeatdioerna pl rlaowces epdrionhg,ib oitcootvheerrewdis een otitpipeos sferr o man r eutnalaliwatfiungl eo. files a charge of discrimination, participatesbecause of this status. viewed on the internet at this address: WAT TO DO IF YOU BELIEVE DISCRIMINATION HAS d to, you should contact EOC to act on your OC promptlythf ee pmuprloposyme oenf st ealtigisifbyilinitg ty vhee rerificqautiireonm: In addition, an employer may not retaliate against anyonemay meet this requirement by displaying this notice where they w Thhe alfaaredn sttor ipcrt ottimecetliymoiutrsrfiogh ftrlinogf ceh aar perg at eelm awpslouyitm, sehnotu dldis cination. To preserve the ability of E )ato To forge, counterfeit, alter or falsely make testifying or making a statement in connection with a proceeding customarily place notices for employees. Employer Support ofLaminated poster to be displayed where in-person jobnotify employees of their rights under USERRA, and employers be ent Opyrou ultimately ne under USERRA, even if that person has no service connection. the Guard and Reserveorwh 1ew-n8 .ed0e0iso-ccr6.ig6mo9iv-n6 ao8tr2ioi0nn (imtso oslu-sfst rpteeeelc eTtepTdhoY: T nnehu edmoi U.S. fEooqrriue ianslidEnivtihdpeuloa Ulysm. Sawv. iaGtihloa bvhleeear anrtmin gwe niwmtw.e na t gio oc.g ts tasv)l. EnO (CEnE mfOieelCdnt),os 1fef-icc8te0i oi0nn-f6. oA6rmd9d-a4itt0iioo0nn0ails(tiaonvfl ofirrlamebeationany document. es, obtain, acceptU.S. Department of Labor U.S. Departmentof Justice Office of Special Counsel Publication Date This compact solution features large-format, full-color labor law posters in a about E E nafon lo at iaonn aebuete crct harge filing, is f ecoemp ala NAL O ortun iptoyar i rCFemodemenro.Gover lonwtrinagcbt ars esu:bs contractTo use, atempt to use, pos 1-866-487-2365 Family and Medical Leave Act of 1993 1-800-336-4590April 2017OC, incluAdipnpgareye Holding FelawCsFcerid onacor Subcontracts o unterfeit, altered, orFMLA Executive Order 1 L e S pW o h IT t ii liota toprodteoc A ha ctpdl ouynees O GI u one orn theen ft cloo farls erelyc emivaed ean dy ofocurgmeedn, tc.oeasedUNDER THE FAMILY AND MEDICAL LEAVE ACTRACE, COLOR, RELIGION, D tio I n V5I 0 D 3 EX aomf eonpdpeodr, tuprnoittye icnt s aql aaslpifieecdtsinodf iveimdupalolsy fmroemnt .discrimination on the basis ofT se uoerd a ttote am ppet rtsoo un se,EMPLOYEE RIGHTS applicants can view it. Covers required federal postings only and requires af 246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, Se UA irmative action to ensure equalitsy aodiscability nt, idnisrgoef,1p9a7y3 nyadcocecputm oern rte lcaewivfuel,l yu isIN tel hva inhoirfin th g,Rr emaob H DISABILITIES . mploy and advance in employment qualified individuals with disabilities at alo El THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION durable binder for easy viewing and storage. It includes all mandatory federal, state, Disability discrimination includaefifs tinrhmo atadtmiivec o r T y a o io T p a r ar E Ve N Ra A ti c sa o akiincg r ewa, f,r ainhsgooeniasb ebalnneeafaipctcsp,oli jmcoambn tto rodarai nteiiomngnp,tcloolya etsheie,ficbkanatroirowinngn, rupenhfedyrusricae al,hlaaornrdd sm hoeitphn.te Sarlealcimstpioeitnactt 5sio0 on3sf aeolmsf oap rnlo eyqmuierents. o n T a ud intdhievird tuhaaln, f othr et hpeo spsuerspsoosr,einocf lucodmingp aly idnegcd entLeigaibvleeEemntplitoyleemes ewnhots work for a covered employer can take up to 12 we t A ak lo (yp dule. ks of unpaid, job- ition;othetel srF ewodfis eeer maql pucaloolinyfitmeraedc ninttod, rinisvci tdluaudkaeilnwg the exe sa ubatliivty tieo nle vtol ee wDISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICEreiqthu itrheem eemntpsl.oyment eligibility verificationprotected leave in a 12-month period for the folowing reasons:Tehq ED eu V AL aVE Ear ti v etec raonn sReadjustment Asistance Act toleofc y1mt9e7de4n ,vt e adste isaramabnelse nd(dv eevdete,t er3ra8an nsU sw ,s reherocv esicenetrl mvy edese ddpal veterans (veterans who, whileReverification:TTToohecb aobrndiret h fo wro iftth haeachiechimldd pl orle ealeavces e smmpoususenttebo,e fchiat acldkhie, nold w rf poitarh raiendn o1t p wytiehooanr ohoafr s t fhoa estq ecuhira llcidfayrsine b;gi rstehr iousor p lhaceealmthe cnot)nd; and includes 12 months of automatic poster replacements M ireiest naffmir m NS to rem .S.C. 4212, prorrhaiintbgeita s vw job eater d roiasrnc isrn im( wa inicthaatimniop tnah aigrnende For the employes own qualifying serious health condition that makes the employe unable to oenr a eraxsc tpoivefe dd itd ischargew othicri ircphea letae ad in a U.S. military operation for which an Armed Forces service medal was awarded). Special note for those working pursuant Fpoerr fqourmal iftyhinegeemxipgloeynecieessjroebla;ted to the foreign deployment of a military member who is thecounty and city postings and is a legally compliant alternative to traditional posters RETALIA utny f, o O e f mpamipg nlao cbyt aiavdnegd ed a uhdatyvs)a ,b noceteeh nein raeupmtrhoporized), and Armed Forces to temporary employment authorization TIRetnhytae prliawetriiossoen o nis pw pphoroos hebiseb liditieesvcder isam gaa inicnaotsntiot anrapucentordsreo hrn a twsh ehvsiooe l afFilteeedsd ea ir tacso ln mlawpnlsda.isinctr oimf idnaisctiroinm oinra taifofirm , paatrivteic iapcattieosnino balnig OatiFoCnCs uPn pdreorc teheed inaug,t hoor ritiesoof ycuoumer entlisgibi. You ality srte satuusbj. Yeou act to rre reveesrpioficnastibiole nne ee lumigpipb ltleooyee2em6 spw sloepyeousekseeow, fho cFhiM lidsL ,A aocrle opavavereer einndt.as esrivnigclee m12e-mmboenrtshsppeousriode,tos m caedical nt, eo rs enrevxicte omf ekminb mera yw aitlhso U Abhoev eO fshficoeu lodfcFoedntearcatlCimomnterdaicatte Clyo: mpliance Programs (OFCCP), U.S. Department of Labor, 20 b byalConstitution Avenue,for maintaining a lawful status and cur a serimouspl oiynejuer yd ooer si lnolnets sn.ed to use leave in one block. When it i child,r epa froery t nhecesary or otherwisewhenever a requirement changes. An eN.SW.a G.i,lWoavt aeOsrnhFminCgeCtnoPtn-, PD, uDbe.Clpica.@r 2t0md2oe1ln.g0to,o1v-,fo8Lr0ao a r e p N e m i D cte I n V ie e s ic L hS re n t h ha i I e TF li H o f 0-397-6251 (tol c L as I s E ist S -fre) or (202) 693is-t1r3i3ct7o(TficYe, ).l iOsteFdC iCn Pm mosatytaelsleop hboe ncoe ndtiraecctetodr ibeysunderiaa is r sWcomply with al work authorization. A U e Ee B po here the employ s m re t threleave while taking FMLAin workplaces without walls, such as mobile service units or mall kiosks.e-.m or c. ing an OFCCP regional or d istance pmrpmmust comply with Programs or Activities Receiving Federal Financial As leavel.o ityIft eeaedns, eemmmappy llocohooyyeeeess se um, boasyrt i tutaankt eees mle apcavcloeryu eienrdt e mpraamyiid tr tleeeqnauitvleyrefo,o rusroFenM o aLfArae clecduraucveeedd, tsphcaehid eemployeRACE, COLOR, NATIONAL ORIGIN, SEX T ed, Title VI of ttivhe itC ights g A pFcreot dvoeishio p 64 origi ITS THE LAW! the employers normal paid leave policies.othuser te bmeplosymtoreendttteor mthseasndam ceo ndjobit ioorn se. one for Inm aednddietiod,nptroo hthibe itpsr od ceivedD era IS itle VI of the Civil Rights Act of 1964, as ament dipavtreioo gonrfaitnhm pes r fooinvra iadnccin essiv isirtl eaRcsne ciuven inidser suc fr a19l nrog praec tni,c ceist izaennds dhoipnoort other unlawful criteria. Wehinelef ietms p&lo yPeroes taercet ioonn FsMLA leave, employers must continue health insurance coveraognee a nse ifa rtlyhe iseccrtimioinnsa toio nT on the basis of race, color or national originj eincin gl service f ion,afanamcias . l idmepnlntio cyraeel tuetosrnwitefwrroeimt hnoeFtqM uioLnvA alele leanvatev e.p,a my, bosetn eefmitsp,l oayndeastsilsep tloIaXynmc oeef. n tEhtm, eo pErlod wyucmheaetrinoe tne d mAiscpmlrieomynmdinmeanteiotn ndts is iosc fcr i1mo9vi7en2rae tdipo rbno yhc aTibuiittsslee s eV moI rpi fml othayeympceanriutm sdeai rdsycis rocimbrimination on the basis of sex in educational programs apdipslcicraimblinea ltaew os ng othvee rbniansgiseomf pnlaotyiomnealn tAn employer may not interfere with an individuals FMLA rights or retaliate against somI I Se fe r a dins ivit ID s whW bih l finanialIT ance. nat,i iotcunati nios pn p erwrofhohicrimbhit ethdeine sasle nastpiael fcutsn octf ioenms polfo tyhmee jnotb a. DRUG-FREE WORKPLACE using or trying to use FMLA leave, oposing any practice made unlawful by the FMLA, or beingAlso available in compact sticker format for retailUA ABIbs5 wo0irt4h a o cdft itisvahibteyi l Riwtei Enog elivbmeilidpl toinyyeaReen yw qphourocire wemeordkeinns gtf ousrnd a ecro voerr reedl aetemd ptlooy tehre m FusMtL Am.eployment discrimination on the basis of disability in any gainstinlivprorcstgoioranm e glF ieudveceh ry aoal usfs ihnisaat vesc hw rtea,ct wieoivineth AsoFcetrdwoefi tr1ah9lo7 fu3int,aarnesc aaisamol anesansbdisleetda an,c cpcero.o mhDmibisicotrdsi ametmiino sFntederal agencyAPPLICANT & EMPLOYEE forFHMaLveA w leoarvkee. dT hfoeretmhep elomypelo myeusr fto: r at least 12 months;criteria in order to be eligible prycooevuiiv ance icabele. aesns idstisacnrciem, iynoatue sdh oagualidn simt min ead piartoeglyra cmo notfa acnt tyh ieHave at least 1,250 hours of service ine tr hhea s12 a tm leoanstth 5s 0b eefmorpelo tyaekeinsgwleitahiven; *7 5and miles of the EPPA Employee Polygraph Protection Act *Spe emoprlok yaet eas l ocwoartikosnit we. Item #PriceEOC 9/02 and OFCP 8/08 Versions Useable With 1/09 Suplement EOC-P/E-1 (Revised 1/09) NOTICE p Re eW y, employe o e sisno, btuifyt m f the need for FMLA leave. If it is notkiosks and other small spaces.cial hours of service requirements apply to airline flight crew employees.questing LeaveEMPLOYEE RIGHTS Eo e ivw e3tth0 eh- daeavmyes p tnoolotice o thuse te pmrpolvoiydeer e anous sooghn i nafso prmoas tiibolentaond t,h e General o no s must yshatgiirsr eus au cvee,3a0n mealm epdprioclcoayle eddeiu armgenouss.-days advance not gmnspesilobraleyle yte, ofsogdlEMPLOYEE POLYGRAPH PROTECTION ACT Drug-Freeiufnmc r edical treatment is neces c s ary. Employemactroio njontib ncui oulngdThe Employee Polygraphl oyPee-employmentWorkplace mnlputldoioey neinsr,fotsohr amtitinacg af naam nd ieleytm emprmelomiynebeerifrthtchaaetnnotleheatvepem eqrpfuloaorylimfeiee sd i afsi olyorrFa cwMtiilLvl Aibtiee p s,uro notareb ctlethi aottn oho.Spuespfrffioticaierlimzna thit iions nfoo ror rh e is for at DL1-U1200R$89.99p d heibteitcst omr otsets tpsr iveaitthere e mfopr pr rrost efcrotimon u sAincgteem ap s must inform tihrcetaift ieieomdn.p sluopyepro rift inthgetnhee ende efodrfleora vleeandvei.c aIf titnhgelieroEmpolloonyy feeorrs rdcweahitner crmhe iqFnuiMesrL eAt ha ale cte atrvhetei f iwcceaastrioipfnric eaovtriious opne rilysiointdacicko ermne pcoleerr tcteief, it must provide a writen notice iPmRpOloHy a E di pr c h eBI mo screening or during the course of employment. t rd . e tu i e etise n rm t r e re p ex yee rsd c t o if o s T W rhe te sns n lerm loecnta,lelatwc.)rousThis compan distry strictlibution,y prohibits the illicit use or manufacture of controlled , possession,what ad O u le E m itionals yinpefroo brnmseicbaotiliimotnei sei sa swreaqruier tehda.t an employe , s ned for leave is for a MlerLe afAoso.rInFfMtthhLaet A e mmleaapyvl oeq yueandaelif i,syoEmncpel oany emer ReploEnsoy sepamerc prsI TarIeO gNenSeraly prohibited itnta fakor etoti nmaag kelaier ega aqdnsttri naog cto or r fe o stlqo, euan nrrgo mof involvemedsn tii vnne bargainin pltaoaa ce incidohevein setiom (tph oeloff yta,e nrey.m Sbtaetzez orestrictivedispensation, Any violation of this policyifnd s if leave wil and resp s ru ndshee ri st heeli giFb Item #Price Binder size: 11" x 17" printedgtinliovgey, e deeiscpirpl ojlio yntbhei naeegpA,fo oprclrciainfsuct rstiiomn g ei singthrh atae n rlyae wscuo dltloeeec tionetcapo nwreooemrmikcp lg ent which is moresubstances in the workplace.noetl igeerilb igletihb,ele m F usM e emploinyoeenliegsi ibbifi illiihtteiey .other rights under with respect to lie detector tests.gy r etpoer mt thtLe A ael,s mtohp eplor oeymevripd mleo usyae notrpmtriusocevti do noefrait igfryhe tats hson for Employers must notify its employebe designated as FMLA leave, and if so, how much FeXdeErMalP, STtaIOte NanSd local governments are not af c ected by the law.EtX icA rM st paINnodlEyagErdrRIoGH shal result in adverse employment action up to andEanvfoe rwceilAlso, the law does not aply to tests given by the Federal Government to Examine asp hctnecsetTsr naSinregtpehre mciotnteddu, ctth eand a lree nsguthb jeocf tt htoe n tuemst.e y g termination*. Screening tests femployes of security ser ngaged in national security-related activities. wNE T v ritFteOn nRCotEice bMEeNfoTre testing, the right to refuse or discont c t ie E r psincludiny be required before hiring and duror illegal dring your ugTm hbee dntesignatedo masp FlaMinLtA w leitha vtlloh oyer rs.tate law prohibiting discrimination or supersede any staine rthtaeinpprriivvaatteesinedcivtoidr,u asulsb ejevcicte t ofir rmess t(riacrtmioonrse, dtoc caer, ratlaainrm p,r oanspde gcutaivred ),s have a number of specific rights, including the riniuge a tht toe sat ,use ma or local law or collecti e.e U.S. Department of Labor, Wage and Hour Division, or mtea y 1 The Act permits polygraph (a kind of lie detector) tests to be administeredT p ss U WH odf R IS 146 M 2EN and the right not to have test results disclosed to unauthorized persons. /16 T w 6 7 ** Ademployment.**of employe size. Se brinep gFlo May eLperAisvmadtoeaey l asf noiwles uiat t a cfvafeeg cabitan rsatgn aya ininfe nedgem rapagre 1 . 3 d ) o T l. T I ment that provides greater family or medical leave rights. Y v - hd 7 in full-color. and of pharmaceutical manufacturers, distributors and dispensers.TION oriho lejao tbSi eoacnprs pealtniacrady na tossf s Lemsaasbyoiavrl islm opa beynr ibanrlgtin iteghsceaiorgua orintws a n c vtcooii oulnarsttotaorscrt. osm nts.aloiny e * The Drug-Fr For adition w al information or to fi8 /w 77 le a c89-o5m6p2l7aint: Wage and Hour Division WH1420 REV 04/16 DL1-U1200FONLYAPP$28.99cehret aAinc te a mlspol op yeerms oitsf proivly agtera fpirmh te wtinhgo,saureb jerecat stoon raebsltyr suictsiopnesc, et s and job aplicants can readily see it. (a)(1)(A)) requiree Wes coorkplace vered emploAct of 1988 (codified in 41 USCS 701 yers to publish this information. (1-86-487 -866-4-USWAGEThe law requires employers to display this poster where employe Y:w 11w8.876do-l-4.8g88o97v/59w2624h37d ditional state laws may apply. -9 w 24 go : 1 -8WNAITGE AED SNTD HATES D REV 07 ABOR w Wage and Hour Division E0Revision Date: 07/16OUR DEPIVA T OF L U.S. Department of LaborIMPORTANT NOTE: The FMLA only aplies to employers with 50 or more employes or public employers, regardlesyour human resources manager to determine if the FMLA aplies to your employer. Size: 16" x 20"32 EMPLOYER COMPLIANCELABOR LAW POSTERGUARD.COM800.999.9111 33'