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 ServiceIntranet Licensing Posting Service Covers all federal, state, county and city postingrequirements for job applicants, with 12 months of For organizations that host a secure employee intranet or web portal, our intranet automatic updates whenever a requirement changes.licensing solution offers another way to give employees (including remote workers) access Electronic posters are viewable via a web link you to electronic postings. Employees can just click a secure link on your intranet or web portal can add to your website or online applicant system.and select their location to view applicable federal, state, county and city postings. Item #Price DescriptionItem #PriceLD1-U12OASFSL$100 12-Month PlanLD1-U1200NET$179 This license is only valid for a single employer with no Price per state.Price per state. Call for multi-state pricing. more than 10,000 employees.If you have more than Ask about multi-state discounts. 10,000 employees, call for details and special pricing.All Poster Guard Services Include: Poster Guard E-Service for Remote Workers 12 months of automatic replacements/updates Meet posting requirements for remote workers by providing easy online access every time a mandatory change occurs to mandatory postings. Employees can download and view all required federal, 12 months of legal monitoring, analysis andstate, county and city postings and will receive automatic email updates whenever timely notifications about posting law changes a mandatory change occurs, as well as reminder emails if they\'ve not viewed a 100% guarantee that our posting contentmandatory update. Employee acknowledgments are tracked on MyPosterGuard.com.complies with current regulations or well pay the fine, no matter how big Item #PriceIdeal for field salespeople, home-based Visit service.posterguard.com/terms for details. workers, virtual work teams, and otherLD1-U1200RDL$12.99APPLICANT AREA 866-463-4574www.posterguard.com remote workers with internet access. Price per employee.FEDERAL LABOR LAW POSTINGSEEOCU.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION EMPLOYMENT ELIGIBILITY USERRAUNIFORMED SERVICES EMPLOYMENT AND REMPLOYMENT RIGHTS ACTKnow Your Rights: IMPORTANT NOTICEWorkplace Discrimination is Illegal To Applicants YOUR RIGHTS UNDER USERRAjoihsbce, tr Uihme E.Sin. aEEtOqioun iC mal n eEmay bmplpoe alyomybmele tnetn o hOt. Ipf yeplopo.ru btuneiltiye Cve yomomuivse bsioned T(n d s k o and Employees THE UNIFORMED SERVICES EMPLOYMENT AND REMPLOYMENT RIGHTS ACT dp U mWE Ra a ho is Protected? har iv g a a tm a plv o eyrenmentsrs s R Upnpiloi U g d a c em cantsem fobre mrs aemnd bershipA n Co a EEOiscrimmpinloatyemd aengt Painrsat actit wces c s H H u c re s is e c c t t c r re E d O ? R C O R o ros eom thar it pn aroptpeclyt inyg fou ofr a romin rea We comply with U.S. Immigration laws a If you:Ia milUidtSiasrcEyRri RmseAi rnpvaritcoietn egoc rta gsc ateirhnetsa jtin op bta rsypitge ahsn tsodfpo sfre ienrsvdeinicvietdmuinae tlmhs bewe Nhrsoa t voioofn tluahenl Dt uairsniailfyos troemrr i eMndv eosdleriucnvatiacl Sreiysl,sy at lneem v.ae aate h T E Y pw ee yle ouepSmliEcRpalnoRtyAsmatelosno tthpperoo ushintiiibfoointrssmetoem du pslneodryeevrritcsaek fser.ox c r lir n tscc/.on m What E C) enforces Federal laworan be Chalengedthorized REEMPLOYMENT RIGHTS HEALTH INSURANCE PROTECTIONfomrmployer)e, iens (clcuudrirng ment aannd agers Diminatory? leave that job to perform service in the uniformed service and: If you leave your job to perform military service, you have and temporary employe in a union ll a ts of e raining and hire onto wly tohrok ise ln tehge Ually a.Su. You have the right to be reemployed in your civilian job if youthe right to elect to continue your existing employer-based W M Job ap ot t prn licants niztions are Covered? atipolonayle irnss) titutionsegal? Dispcharge,rminp, ogloyr lmaeyn-oft, ifnclu dinJogb t: rira icnlag otior dn r d isclosingWhat do you have to do? you ensure that your employer receives advance written orhealth plan coverage for you and your dependents for up to 24Poster Guard Applicant Area Poster Guard Binder Service for Small Workspaces t O verbal notice of your service; monnti chiefs y,owyaunohudw hohethe cmilita ues iornnesm ected ilnes our edoomuituirtpo l maony niyelit ra\'sry uniformed services while with that particular employer; ile iannv\'tntheta tg cry. witnSta se ad loe ecal go Edu pnhawyrsaeisclcsaoml mceone vnt (dueinrccbt)lual odinr gCelbafestsaltoic iyenefsormation ofyou have five years or less of cumulative service in theseveraevlth pl oht oteoti(bnpeue.loe gry .ce,eio ndpvrs,e terga-eeatnegxediesrtaidinunl gyyring hy(as employers) (asn iocns ation are Il Aisrsinigg onmr penrtomotion gm All new hires must produce proof of identityyou return to work or apply for reemployment inwxaciltiunsgio npesr)i oedxcse oprtefor service-con es or injuries.Staf ng agencies mpuennesqautiaol wn) ages oreenpe a timely manner after conclusion of service; and ENFORCEMENTyou have not been separated from service with a disqualifying What Types of Employment Discrimin Poay ( meeqduiceasl itinng oformatisicoln of osingdischarge or under other than honorable conditions. The U.S. Department of Labor, Veterans Employment and Under the EOCs laws, an employer may not discriminate againstFailure to provide reasonablesh dat m osingdnd employment eligibility withien 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 joueb Fraining Service (VETS) is authorized to investigate and n the bases of: acc employe ays of the date employment b RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION resolve complaints of USERRA violations.or visit its you, regardless of your immigrat ion sG(inetcanltueutdisc ii, ongn feomrmplaotyieon r reque, stsD in of d dislaiogbimoiluimty oso bder a saliteiof,n fi oncboesr a reerlvy-ahnecled a t 4 inr p ansdoeuonacnt tbe lyfrom opiscoiugrht ageauagys: also complete a DHS Form I-9. You can ct frhoam ncet hraev eaappapslite odr f oprr meseemntb emresmhibpe irnothf et huen uifonrifmoremd esde srveircevi;c oer; on USERRA, contact VETS at4-/UiueSssA/e-vrDreOatsL. Federal Poster Service This compact solution features large-format, full-color labor law postersor asistance in filing a complaint, or for any other information Bene ts vesatrigtiactiipoant ing ior pn aron ceeding. webhst itse :a/ t hetbtpapsp:/s/.wdowl.wg.odvo/le.gl1ao-wv8/s6a/g6vee-Co urc or practice discrimination,ling a charge,ooseare obligated to serve in the uniformed service; An interactive online USERRA Advisor can be viewed Relcilgoeironnal origin discriminat ervhiacseeesn, o, uetr fsiec t, oamr sitly se has Ocu he E OC in any of cring wo the l initial employment; resolve it, you may request that your case be referred to the Natio foeisrn, ocelotr psic sure of g What can You Do if You Believe Discriminationwhicih dsts oocf aumcceenptt(as) yble dou wocaunmt teo pnts irn aesecncord then an employer may not deny you: If you file a complaint with VETS and VETS is unable to Snd r mheeatdragiliceaa,t li rohen fisaisoionnan, taoiobrnl yplaoarwtpispcouipiatsi,tn igngntac C ph0 oromptly if ytraicyot tsu s, dimuee lsppeenimcdt diitns f g oth isoe rimliinnhog a cweatrie yonh. Dowith instructions on the back of the Form I-9. reemployment; Department of Justice or the Office of Special Counsel, as x ( tory )ling aapplicable, for representation.seexuaeiln lcaoltureiedd cinntg poatniordinetg, ioonanr sn, cyorn w It is unlawful for anyone knowingly toretention in employment; The text of this notice was prepared by VETS, and may be viewed Aigse (ab4il0 aity in vae dstisigcartiimon, or proceding. Submithn i eearce ar 3h trh0e se0 d Eh the EEOCs public portal:any benefit of employment Th eagainst an employer for violations of USERRA.gender identity)nd older) livoet d/iwsecorlarikmy, b)i.n Yeaoctiuoa un (case tn1 8rfo l promotion; orou may also bypass the VETS process and bring a civil action rights listed here may vary depending on the circumstances. A Cal 1 pnsq:/u/piruy tblihcrpoourgtal.e 5 ohf employment eligibility verification: In addition, an employer may not retaliate against anyoneon the internet at this address: https://www.dol.gov/agencies/i d nicsdcdluriditmiionig innaal inftionfonro,m rimsa ataiovtian aoiln aabbloeb uoat tu t tw linhwg a ce Ew.eEehOoaCrc.g, ge oov.fVisitw 188000066699 610 820 -ofin olc Yf.r)geoev)/Portal/Login.aspx ene p because of this status. vets/programs/userra/poster. Federal law requires employers to gague irpn aose ony of sf tathie fsfyoinllog twhie reng aqctuiivreitimes fenor tstestifying or making a statement in connection with a proceedingmay meet this requirement by displaying this notice where they a j conob w t of L m brs O )cee of F rT r P s E-Mail r ies a c tnm an E eter oc.gov e a te n r a 2200 (((ATtSoTlLi fcvoeird)meoat ipohn aont e) m i is mtapnlocye Amecnt of tgnt,lyTo forge, counterfeit, alter or falsely make e assisting in the enforcement of USERRA rights, includingnotify employees of their rights under USERRA, and employersLaminated poster to be displayed where in-person job in a durable binder for easy viewing and storage. It includes all mandatory1 w8w4E.4OeeC 2oc3.g 4eold ofv/fie lde (c under USERRA, even if that person has no service connection. customarily place notices for employees. the Guard and ReserveEmployer Support of info@e any document. U.S. Department of Labor U.S. Departmentof Justice Office of Special Counsel Publication DateMay 20221-866-487-2365 1-800-336-4590EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS T emT Cnhod af a meon g crtaion csa (OoomFCCns of c e V ted V Status oorruesc mivaede, ateto use, ponstseersfse, ito,b atltaeinr,e adc, coerp tFMLAFAMILY AND MEDICAL LEAVE ACT OF 1993mpliaerpmnacr 19h74, a endrea V nyp ftourmgeedn, tc. oue D aettiPve ar mitPfment forceeodse mtrhapel Ca nnioeons dndtrisoaccirnt ig minationote am E d, 38 U.Sns. RC. 4ea2d1j2u, pstmroehnit Abits es falsely a docbusiness with the Federal Govern, a cmroentoetcm. Itf yepd uaonu ay wndreie ath a Fr Fpedpleeydirnaeg fl lraal owR o r n e t 1 , g N mn r d i r R deimspcparrlimoae fteed vrtoem areatnescr, otainvr Ae ds (iu.remt., wye)d F, aitchotin tirvce dehs srueee yty wrviecaae mrrs of dtimee odail vsr ccheaatemrgre oapnais. t R e e t t a ali ti io p T esor, including a deceasedEMPLOYEE RIGHTS applicants can view it. Covers required federal postings onlyfederal, state, county and city postings and is a legally compliant alternativefromtracit oth, or sr aubrce aonn etracmt, yploo u afyoele oflroe pwing bases: eeleas y, a inantd aion advgaanince ist, an end rmpelqouy rees ant, df rismabatlievd ve aectteiorn tanso r, rr eeccernuti anoyadcocecputm oern rt elcaewivfuel,l yu isses uoerd a ttote am ppet rtsoo un se,discrimination on the ion ex, Sexual Orientation,badge v ation other than the pos UNDER THE FAMILY AND MEDICAL LEAVE ACTGaecned, Cer oIdloer, Reli E d 24 ion at, S al O dteo , pibits emcpel, coyomloern, tof dis licarmn i inas p tion, participates i individual, for the purpose of complyingTHE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONxecutive Orr 1 ity 6, as a gin al pla rohibited against a pn an OersFoCn wCP pho ro clees a cedinog, ompr laintw Leave Entitlements he folowing reasons: ks of unpaid, job-tion by Federal contreacrs baoshed on radeirsiligcgirinoim, an,in nsad rexe, qseuxirueas al ofri ermntaattiiove an, cgteiondn tero e idennsutitre ey, oqr unaalittiy of onalan t T U O ohteheser wFeisdee or n C au ow sess. discrimination by Federal contractors underreiqthu irtheem eemntpsl.oyment eligibility verificationEligible employe s who work for a covered employer can take up to 12 we jo q eb;irth or placeeaemlt hue nncato)bnd;le ittoio n; and includes 12 months of automatic poster replacementsto traditional posters in workplaces without walls, such as mobileoportunity in all aspects of employment. ing Pay Any person who believes a contractor has violated its Executive Order 11246, as amended, protects aplicnn baisoennd odornnohFe O isfcPr cism e of F .W.Reverification: rsuantprotected leaveifthina aca hi c1hild2 -ldom (role pnaltavhce e pmmeuseriontdtbo foefratatckhie, olnd r w fpoiarth raeindn ot1pwyteihooanr ohoarfst foha seq tceuhira llcidfaysring seriousmpl ohyeAsking About, Disclosing, or Discus sats a dC intahtioeorn oditieerr asa l Csfho orunmldtra tacicovt Ce antacocttmio ipn omlimanbeclide Pgiaattireoolyngs u:ramns (der OFCCP) TTToohebc aobrndierth fow ro the employes spouse, childempinquilooriymngepe as of Febnosauttie,o ddn of oiescralol cstionhgner at, orarcp dtpoilsriccs fuansrtsos oinm dgr e thisemcirrpi mlcooiymneapetsioe. 20.S0 C. Doenpastrittumtieonn At of Lveanuboe, Nr the c 18For thurema le iftmyhinpeg lo eeymxepiegloesn yocewieesns reublaa;tlifedyi ntgostehreious for ehigenal tdhe cpolondymiteionnttohf aatmmialiktaersy t hme eember who is the Disability i cairtiiongn, ,Waos0u ah0inrg3e dt9o7ne, Da6f, h2.5Ca1. 2 rd of h(t0o2l1-0 freeaer)ing, or have a spe O i e Special note for those wmeont arkiuntg puhoerriizfaictaiotn iont AeFpemorrpf oqltleooye2ee6m spw sleopeyousekseeow,f ho cFhiM ldisL,Aaocrle opavvaeerre enindt . as esrinvigcleem 12e-mmboenrtshsppeousrioed , tcohi clda,r ep aforer ntth, eo rs enrevxicte omf ekmin bmera yw aitlhso Section 503 of the Rehabilitation Act of 1973, as amended, protects If y CP may also be contacted by submiting a question onlinedoto tpro al, and other aspects of employment by Federal contractors. to OF oFrCieCes sP rk aundt eeghriot tUnpa.sSl o:/. /Gor dfocvcisepthrr t of cumeemnptos. Yrarou ay emre splouybject to rev aa ksn eeer iumouspp lo inyejuer dy ooer s ilnolnets sn.e ently or on a reduced schedrued paid leave while taking FMLA ulemust comply with quamli oetd iionn,d diivscidhuaarlgs we, pitah dy, frisinabgeil itbieens fer otsm d, jobis ctrraiimnininga, ticolan is a t o 0 p c tio n h t ht pleFCase dial 711 to access telecommunications relay services. ch disability,o anl e in of your eligibility status. You as are rnd cespuornrseibnt leAn eligib ed, employe i s d to use leave in one block. When it is medicaly ne. cesary or otherwisewhenever a requirement changes.service units or mall kiosks.referocr e comr mo isoeariimser dtrhi niag untd Fienvidddeuue hraallwacriotdhnts ractors take af rmative actionof L ps:/ hCCP g as H eectlp D ncmlpednets ,ck eD., ldeoipls.atgerod itvm/n mse/, nt ostpermit s may take leave intermitDisability d dqaiust, biolna n athtioen k innocwlund pesh ynshai cip tdaisl o toabr imhlite eye wnmtaholp ll imoisy iaetnar. S t ectionoer b lepay cbor and on OFCCPs Contact Us webpage atfor maintainwinog a lrk aauwthfuol sriztaattiuon. Employes may choose, or an employer may require, use of acot making reasonableiao pnpsl iocafn atn dirn Oth3e mawls ryeeqenud airelevels of employment, including the executive level. www.dol.gov/agencies/ofcp/contact. leave. If an employe Bsubstitutes ac5o empolloy advance in employment quali ed individuals withd leave policies.rued paid leave for FMLA leave, the employedisabilities at al I R d e d , itio t r,g h N e p at e ro io te n c a ti l Origin o itl ,e VII of the Civil Rights ActI D S n ect div io i n 50 a 4 of th t e Re i h s ISTANCs a a b b ilit ie E istance.W ITS THE LAW! A e W us rotection nAmust ceo nrteinsutoer ehde atlot ht hines usraamnce ejo cbo voerr oagnee a nse ifa rtlyhe as a c e T s tale V us ncoC on t r rm aa p rion i o ons of T Sex nd isistcarnimce iins ation If y y o duls wi e h D )isrtoanvidcein, gE origin, citizenship or other unlawful criteria. Umphipolelnoyreeemtuespr lnwo yefrnormal pnle aFleMaavveLe.A,lemoavset, e emmpploloyyeeerssmust b t thre criteria in order to be eligible of 1 ac PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL AS ilit ation Act of 1973, as amended,praec tciocems palny dw ditohnalol ta dpipsclicraimbliena ltaew so ng otvhee rbnainsgiseomf npalotyiomnealn ttheene emfiptslo y&e rPseroeems no a FrteMooL rni p n a olo endhn pibdit, Ts droigisroacyrmmims oeinnr at dati isn o prohibits employment diitsecd irimn ainlal atiosnpe ocnts of e the bmaspislo oyfm deisnat abilgitayi ninst DRUGFREE WORKPLACE identical to it with equivalent pay, benefits, and other employment terms and conditions. Also available in compact sticker format for retail Also available ctcivriitmn tieins rhae bteiocn ieaisvs cis of ring Foveeardceeed by , cral olorpeirscsorinmsi nwaittiho n idis psabriolithieibs who, with or without reasonableinvnion eglvm oedpr l toinryy eianrng ymtpoary ocus noeee tF diMnintLeg rAuf endlereae vwre io,t rhoprapenola itsndiendgi v taiodn uytah plesraFFcMMtiLcLeAA .m rigadhetsuonlr arweftulal iabtyetahgea iFnMst LsAom, oero bnee infog r or nm9a6tei4on, andaes al od, pmri tle VI of the Civil Rights Act of 1964,any program or activity which receives Federalnancial as Eligibility Requirementsoh pog m istamnrpicmloea. Eyrmy omepnbtlj, oecr wtive of there ehe m npalonycmiael ant ds accoou bmmeolideave ytionou h, can pave berefoern dm tishce erimsisneantteid aal fguanicntsit ionn a ps of trohe jgraom b. APPLICANT & EMPLOYEE for FHHMaaLvveeAwa leto learvkaees.d t T 1f,ot2ior5 tn0hhouew heemrrpesoltofhy ees ere rfvmoircpe alo tinyer has at least 50 employe DescriptionItem #PriceovisiioaI il an of ef tshse p of a ediahticeh rly ceocnetivaecs Ft thee Fdereadl er nal aancgieanl acy ps An employe who works for a covered employer must mepuardcucat its e mysl . Tcaymuitsle Iee ndX of tt discirscimrihmie Enaintdaiotuinco n oiant ipon tn Ah rhee bmcei g semrevnictes of 1s und97er 2so ucu shn y ihasnsuissld ita titunmctimo.n w OC 10/2 NOTICE Re g E eW he employe must:letahset1122mmoonntthhss ;before taking wleitahiven ;*7 5and miles of the ss.a f it is notkiosks and other small spaces. in Spanish heibsrional programs or activities whic rovidineave Fsis of sederex ial n(Revised 10/20/202 emoprlok yaete aslocwoarksite. ly to airline flight crew employe nancial asistance. *Special hours of service requirements apEPPAEMPLOYEE POLYGRAPH PROTECTION ACT pos for enough inform EnglishLD1-U1200R$89.99EMPLOYEE RIGHTS Genqeurealsltyi, nemg vLpeleo 3ya0ev-eedsa mysus not gticivee,a30n- edmaypslo aydevea nmcuse not noticteify o tfh teh ee mnepelody ee fu r Fs MsooLAn le aas vpe.o Isastibiolenatond th, efop EMPLOYEE POLYGRAPH PROTECTION ACT em m E e ible to gloioitwnoc atthn e hd aeevmtee rptomlo yinsheear sirfeust ha euma lele padrviocce aleq dudaiualrigfeienos.ss ifos, rb FuMt mLAus ptr oprtoecvtidion.pSeurf ficiermn thi ins foorr mheatrio jon bc ouldlanguage forThe Employee Polygraph Protection ActDrug-Freemnppelloorayyleeyer,sfs oodlspitalization or continuing liero d ingincenlcdutidicoeanl i nstr,f eothartmamt ineag nf taam nisileynme mcpeelsomsyaebrrye tr. h Ecmaatn pnotlhoeyteepemes rpfmolousrymetedin iasfio loyrm ra wc ttihilvl eib tieeem s,u ponlarob ytleehrattif oho inthge t hneee nde efodrfleoar vlee avise f.o Ifrtah e PROHIBITIONS E a ich e g p , or lrheibteitcst omr otsets ptsr iveaitthere e mfoprl opyreer-sem frpolmo yumsennt.ticd gd a fr e w E o E s o asgan s h i tow lemencat,lleatwc.)s su hb Workplace licyE u le remaspolony eforsrcwahinc rhe qFuiMrLeA a le cearvteif wicaatsi opnre ovrious pelryio tdaikce rne coerr tciefirctaitfieiodn. sup E M lo ort en notice indicatingSpanish LD1-U1200R$89.99pm spamr screening or during the course of employme This compan distry strictlibution,y prohibits the illicit use or manufacture of controlled , possession,wmhpatl oaydedr itdioetnearl minfinoerms tahtaiot nth iserceeqruitirficeadt.ion is incomplete, it must provide a writ Item #Price all states.oyer Responsibilitiesdrso y prro ehfus ibite orte oitn amakgliestingof involvement in a workplace incident (theft, embez dispensation, Emncpel aletnhe , e mFmus plLtoyles, rto h bpeer eocomvimdpeleosayea nowr amtriuscee tt ho noaft r itagifnyh t est mhaendp elo myreepselposyo neneesi eibfd ilh iftoeier os le ru ndasvheeeri sistfehoelrigaiFb MlereL aAfos.orInFfMtthhLeaA te m mploleaayv eqy ueandaelif iy,s Onder y peloyceitnrloivsgey ,a e eudei mnsoder theainst crtiinom t ntiak a ge aqda itenuesitrsetitn c oagtnoror ef ormt rere spetlq,xo ueyaeerncdei s ifornorg mthat resulted in oe tcb oparrnegoaeminmiincp tglo sr yt epoer mtohveeins em np holiocf yhae nisr.ymStoatreeroer sltorictivenoetli pgeloibliygiebrles ,m thuse te nomptif Aa y itrs m bfoer d ineesilgignibatileitdy. as FMLA leave, and if so, how much onther rightsre gcpiperl jnoolinyebrien aealglp fA poct. Trhi thaenlyrae wcspo dleloeccet sti tovne lie detector tests. ed, they are subject to numerousalsl traenscueltsininathdeve wrsoer ekpmlapcleoy. mAneny tv aiocltaiotino nu po f ttoh iasn pdoifm ave wil ye emusptlo pyreoevsid ife le aa vreea wsoinlEXEMPTIONS F ce e ta ly to tests given by the Federal Government toe f u r in d r s dt md o a . WXhAereM pI o T v NlyEgEra pRhI GteHstTs Sare permit T a cocniifgihdct t urcio rtg hantes,fdu i nslee ocnlur dgd thin goisc ft ohtnheetrinitguee a thstt .ts. psoe as t,includiny be required bef Employe o Tbe designated as FMLA leave. A s ment that provides greate , Winaagteio annd o r Hsuouper rDseivdiesi oann,y o stra mtea yBilingual LD1-U1200R$137.99ceedrtearina lp, rSitvaatteeiandnidv idloucaalslgenogvaergnedm ien nntsa taiornea ln soetc uarfifetyc-treelda tbedyathcet ivlaitwies. . and the right not to have test results disclosed to unauthorized persons. use ma brhr ienloc gF aMa l pLlra iv adtoe Also, the law does not ap wtxrriaitcmtte n nsinteaenosd tahicre badvesecafo onnre tucemrebnsientirn g ogt, tfhe epe r nforcementThe Act permits polygraph (a kind of lie detector) tests to be administeredEriohN jeloa FtSbiOe oacRnprs peCaltnEiacadrMy na Etossf Ns mLesab y coairvl silmo pa eby nribanrlgti niteghsecaiograu oirwnt stan c vtcoioioulanrtstotaorsc rt. ioEemsntraliony e g termination.* Screening tests fore hiring and duror illegal dring your ugs may file a cfoafegmcatipn lasantin yat f nwe deietmhr patlloh oeyreUrstSa.t eD leawpa rptmrohienbt itoinf gL adbisocrrimr family or medical leave rights. LD1-U1200FONLYAPP$28.99w ore lac ownollesuict tta ive bargaining agreinm thpleo yperievsa toefsseceercmuutriictitasy p l msoelryanvgiucraap fchtirtmreesst a,g, subject to r ain p, risaonpsdep negssu e, ctirsvrf d), eemployment.** For aditional information or to file a complaint:and of pt hmaalsrpomlo paye ector, subject to rest(rsic rmtiiosontrrseib, dtuo tco acrre,s ra talnaeriction s and job aplicants can readily see it.*The Drug-Fr(1-86-4 1-866-4-USWAGE 9-5627 Wage and Hour DivisionThre Ainc e s of private firms who are reasonably suspected The law requires employers to display this poster where employe U RST IM T w Y:w 1w-8.d7o-l8.g8o9v-5/w62h7d* (a)(1)(A)) requiree Wes coorkplace vered emploAct of 1988 (codified in 41 USCS 701 yers to publish this information. www.dol.gov/whd I E0 WH1420 REV 04/16 Binder size: 11" x 17" printed in full-color. 87-9243)TTY: 1-877-8WNAITGE AED SNTD HATEOS DUR DEPIAVI WH1462ON ENT OF LABOR 1-86-487-9243Additional state laws may apply. U.S. Department of LaborWage and Hour Division 77Revision Date: 10/22023 ComplyRight, Inc. REV 07/16 Size: 16" x 20"28 EMPLOYER COMPLIANCELABOR LAW POSTERGUARD.COM800.999.9111 29'