b"Many Locations Across Multiple States? MyPosterGuard.com Gives YouTurnkey Compliance for Large Enterprises Full Control Over All Your LocationsPoster Guard Compliance Protection is designed As a Poster Guard Compliance Protection member, you haveto satisfy the postingaccess to our secure, members-only compliance needs of all U.S.web portal, giving you complete employers, regardless of size.visibility to all posting eventsWe have extensive experienceand account activities acrossyour covered locations.servicing the nations largest enterprises and expertlyWhether you operate fiveor 500 locations (or more), managing complex postingMyPosterGuard.com makesrequirements across hundredsit easy to maintain centralizedof thousands of locations. control while ensuringaccountability at each site.Log in anytime to:View all federal, state, county and cityposting changes that apply to your locationsBenefits that matter most to our enterprise customers include: Audit compliance at every location in real timeView all federal, state, county and cityCentralized Control: Easily monitor posting changes Dedicated Account Management: Work directly withSee full images of required postings at each location posting changes for your businessand shipments, update location addresses and contacts, an assigned account manager experienced at servicingAccess printable PDFs of recent poster changes locations at MyPosterGuard.com. see all account activity, and audit posting compliance organizations with hundreds or thousands of locations. at each location through our self-service customer Check the status of all poster replacements Timely and Accurate Communication: Get instantwebsite, MyPosterGuard.com. email notifications whenever a mandatory posting Track shipments and confirm delivery of replacement postersComplete Compliance: Maximize coverage change occurs and again when updated posters Add/delete/update locations with the most comprehensive posting solutions ship to your affected locations. Transfer coverage from one location to anotherfor todays workplace, from county/city and Site-Level Accountability: Use our convenient industry-specific postings to electronic formats auditing tools to ensure every location is Verify poster receipt and acknowledgment for remote workersfor remote workers and job applicants. displaying up-to-date posters. Monitor pending posting changesVerify account statusDownload reports MPLOYM TUNITY COMMISSION FLSAFAIR LABOR STANDARDS ACTVerifying Compliance Has Never Been Easier REVISION DATE: 10/22 EEOCU.S. EQUAL E ENT OPPORGet timely updates from our legal team about regulatory activity at the federal, state, county and city levelsScan this QR code for compliance verification. Know Your Rights: EMPLOYEE RIGHTSPoster Guard Compliance Protection offers two ways to ensure every covered location remains Access our FREE Minimum Wage Monitor for up-to-date information about current and pending minimum wage ratesin full compliance with posting regulations. Workplace Discrimination is Illegal UNDER THE FAIR LABOR STANDARDS ACTComplyScan TMFeature: Simply scan the QR code printed on the poster set using any web-enabled mp mission (EEOC) enforces Federal laws that protect you fromFEDERAL MINIMUM WAGEmobile device. Youll be linked automatically to a web page where you can verify your posters are FEDERAL LABOR LAW POSTINGS T i he U.S. Equal E d? m loyment Opp l ortunity Com uve been discriminated against at work or in app l lying for a$7.25PER HOURWe are committed to safeguarding your information. Our data centers are complete and current.dscrimination in e ployment. If you believe yojob, the EEOC may be able to hep.SOC-certified to ensure the strictest technical, administrative and physical What Employment Practices can be Chalenged I-Verify TMService: This optional service prompts the poster recipient to acknowledge receipt and Who is Protecte d Union members andrshipAll aspect iminato l ry? g: BEGINNING JULY 2 9controls are in place for your protection. as Discr 4, 200866-Employees (current an in a uni nts for membeDischar s of em i poyment, i f ncludin o l b tr i ain a i tion The law requires employers to display this pos m e it.proper display of the posters with a simple click. Confirmations are tracked on MyPosterGuard.com.former), inclu r ding ma l nagersapplica on ge,rng, or lay-ofJ ng ter where e ployees can readily se463-4574and tempora y empoyees ss ct (including Caterguard.comJob applicants re Covered?Hara i s l smen nd erbal or Refer i ra i l ng or disclosingOV l ERTIM E iPAY he regular rate of pay for all hours worked over 40 in a workweek.www.pos unwecome vWhat Organizations a physcal co uct)Obtan At east 1tmes t Most private employersEducatio l nal institutions H s ir s i i ng or promotion gene l tic information ofCHILD lLAB t OR t be a t t l r east f16 years old t s o w orkin most rnon l - farm jobs and a i t l l e ast 18 l l t o iwor k i iin lno i n l -farm ljobs de f . claredi g, ocal governm (as empoyers)A gnm empoyees An empoyee mus Secrea y o Labor. Youth 14and15 yea s odmay work outs r de e schoo yho urs n var r ous non- y manu t acturnEMPLOYEE POLYGRAPH PROTECTION ACTState an l d l ers) ents U t nionsPay (une ent al wages or Requesting or di t s i closinghazard i ou i s b ,yo heazardous jobs with certain work hours restrictions. Different u s app nagrcutua empo menEPPA (as empoy qu Saf ng agencies compensation) medical informa on ofnon-mnng n n-hWhat Types of Employment Disc ation are Illeg accommodation for anableemployees hat mightTIPl C y REDIT tipped employees who meet certain conditions m f ay c l la a im a partia e l wage c i r f e t dit ba l se i don t i tips rec i eived ibythe i ir rimin al?Failure to provide reasoTS Under t l he E l EOCs laws, an e i mpl t oye i ( r may not d i l i i iscr l im a i inate a : gainstd e is li ab io ility o i r a s li incerely-heldC i i on r d i t u i t c i i t t i l i y d i i iscou i rageingi rg . e,Em i p i l o i y e i rs. ofu p i o loy l l i ersi m l i u . s , I t f r pa y r t ip r p l l ed ie m p a l i o l t yees ra l c i as hw a it i g i e t i o l r f . at a e . p i l l l st f $ i 2 g .13 rp t h r lho r ur o l i il he f y lc a tm 2 i a i s p j c re l t d o t ta , t ga c ns il t o t t he q ral EMPLOYEE RIGH you, r l e i g i r ardess of your immgra on s i ta l tu t s, on the b t e s s e i s of s uestsr e g ra us be ef, observanceel reasona i b t at rom oppos e ha ng emp o u ee s uEm r b s g aton t r an emp o oye r e s tps comb u ned h w t d h fe hes em nu oyers ca s n hwa i gep f o ateas h n $ s .13 per h r t u r don Se u30 EMPLOYER COMPLIANCELABOR LAW POSTERGUARD.COM800.999.9111 31someone f mnm mwagen,lng a c RaceGene c informa onor p ctce dsc a mn pa o ng in anthe mnm mhourywage heempoye mus make pt e f encer c tncudng empoyer req B ne ts or p s ga on or proce d NURSINGMOTHERS ye s to f p r t vd ere p sonab e e s break stmek or tp k s e n r mo a erem ur yee tw p o eye ub a e f c e c o h h eFLt AsCoo for, or purchase, ue, ornve rEMPLOYEE POLYGRAPH PROTECTION ACTRe t g i on l origin dsc d o i s i ure of g i i en tc te i t l s,What can You Do if You B ieve DscriminationT i he r F i LSAr t e i q e irs e c emp o lo y deh oaheem to oyee to ex r pressb rea E m oy o rs her an u s rsng ch b d li d , oro i ro vd a y r a e t a s ee th h t r ds n genetc servces, or fam yove tme requ ements n eedexp s bea io m from m oworka s e do h eq u e c o hchma e b p ued o ye h ha Na ona me cal hstory) has Occurred? brth each m u h empo ee as n s n c er t ep wb e . Do TheEm loyeePolygraphProtectionAct Sex ( a in l cl t u i din t g p i re it g i nancy Reta g liation forlin l g aposin i gCon i tac l t t i h i e E i EOC promp r tly if yo i s u s i uspe i ct d i i iscrim i inat r ion harge: a bat l hroom o ,that t r iss s s h ie r ldedf i ro il m .view and free froms in t t i ru t an equa r lamount in liqu r id i at i ed dam s agesi in in . stanc l es of s min y imums wag s e,y p and rea r ed cond n ons,char e, reasonaby op not de r ay, because there ae strct tme lmts forlng a c uempoyee t expebeastm ksexu l o enato , ortngof dsc mnaton (180 or 300 day, dependng on whee yo s ENFORCEMENTmost private employers from usinggender identity) l er) d i i iscr s im i i ina i i tio i n, o i r participa i i ,g. live/work). You c : a i n re l a i ch t r he EEOC i . n any of t l/ l h i e fo i ll . ow l:ing way T i he ilD i epa ,r a tmen l thas v a i u l t a ho i r n t s y .f to llf re l i co l v r e i r rback t wa i ge ll i i and o ei a l n d l /o in r i ecom i m i en s d .c rm i n t a t l li pro c , e i a c y i u l t on v i E i m s p s o s y f l e t i r he m l a abe i a a ilses s ed prohibits Age (40 and od n a d t scr t mnaton lawsut n Submit an in s qury throug t h t . he EEOCs p t ub c porta px overtme nd ohero to T i he De pa p tment may ato ga f them r mum wageo over meppro son eo s test aw. C e v s mone d lie detector tests either for pre-employment Disability nve ga on, or proceed Call http 0 //pub cpo 0 aleeo l c r gov/Pora Lognas cv nm l o i ney p y enalti es for each w or u or l at e i n eated vo LS nch d abo provs y on iHeghenedv nmoney p s na me r n m i y b y r in sesescreening or during the course of employment. 18 0 066940 2 0 (tol f ) i ee) o phone) pe ra a l t c esm i a ld l a t so r be io i a l l s t s t i e i ssed r at r v s o r tsi o ns ofd het F i o llf As l er r ious injury.of an lm . n l or emp h o i y i eer a t d li su i ch a ga e inst o d s s ma a beg 18 066968 0 (TTY fo u e e h ch heabovo a a on th e d e t u mne the oea h r so repeated The awasopro bts ea atnga ch g18442345122 (ASL vde do b dw n hev ons a ee d t bew u FLSA a workplace incident (theft, embezzlement, etc.)Additi i onal information about the EEOC,Visit www.eeoc.go ld of iece ( l i f n i formation atworkers who file a complaint or participate in any proceeding under the of involvement in includng information aboutling a charge ofan EEOCe v/f d-of ce )PROHIBITIONS rally ,p r r ohib r i i ted fr t om req i uiring n r treq , uesting that re sult l ed i n economi i c loss t or the iemployer.more restrictivediscrimination, is available at www.eeoc.gov. NTRACT E-Mail B info@eeoc.gov S A DD r I t T i IONA is L i ltI i N f FO l R MAT i IO li . N se i n ts arei exempt fro , m th e minimum wa lt ge, a nd/or overtime pay ipro I v s i l s a ions , .and the Employers are gene o take a lie detectoest and fromThe law doesnot preempt anyp ovsio ate or local law Ce ec a ia n loccupato ns and estab r sh r m nAmercan Samoa theCommonwea h ofthe Northern Maranandsany employee or job applicant t or n of any StSpprov onsappyto wokelining o disc minaing aganst aemployee oror anycolective bargainng agr s ee . ment which is EM LOYERS HOLDING FEDERAL CO S OR SU CONTRACT Commonwea h o Puert o R a c t o r employee protections; employers must comply with both. actually employees under the FLSA.di r schargi t ng s ,discip r the Act. singwith respect to lie dete ctor te r ts i y are subject to numerousComp P li nce Prog c r t a i ms (OFCC i P ent ederal C ies doingnThe Vietna d Veteran S . tatus djustmen i t A i ssistan l ce Act ofS t o i m i e state llaw t s ip i rovi r de t g t r l ec if l e s i s e ify w or k t er r , s asly ind l t e i pe if n i ,de n i tcontrac l to t r i ss w i hen l t i l t i h i e y aret). are entitled to theFL i SAs iminimum p ospec ive employee for refusing to take a test or for exerci eother rr l ig , ht I t undelocal governmentsre not affected by the law.E t XA MIN l EE R IGH t TS re p f e e m nducte nd length of the test.to aand a i f s a it ar i t t m i ent of Labor l s Of ce of F . I s the n o i ntr i ac r l ti d in inatio P i ro r t l i ec i t ati m Era Ve i s t t erans R l ea ire , p t r f oh is b a t t l s e i mp t t oy i mentecrui t t l ,Som t e i emp t ll o t y i erss nco a r e t c r , e y d u c a er n n n l ce n be c ween t r h e two becauser em r p oyee(un c es t s s e s xemp ot e paid less than themnmum wage The DepWhere poygraph tes sarma ve a on commt ) enforce mpan ondsc m 1974, as amended, 38 US.C. 4212 I ws mpor o ant r t ok ow h o te f to s a d orect cass ed ndependen contra or are nEXEMPT ONS tted, th m s of co dve me n p ypy g forc on to rFede aStae and t a al Gover s rict i standards concerningthco a ing the rightbusnes wth the Federal Government m f you are app e eraldsc p mn n on aga n n , and requ me s a rm b ve a eerans, recen yC age a anfu - meti t f u i den s s ist e de b tt ear ners appen c f es a andwoke swthdsab e may bs given by the Feder elated ac nment toExa t mneesi havea numb s ero specific rights, includ . a job w is h r , o i r a i r t e a i n empoye l e of l , a co i as pa : ny wth a F em lea oy, a o d adv t a iv ce i i. n e . m i p t oy i i hr n t , d a a ti ed v ischarge o i ru er ern pecial cer cate ssu dy heDepartmento L bor.Also, the law does not apply to tes ity-r tivities wri ten notce before te ting, the righ d to unau iscontinue a test,contract or subcontract, you are protecte s d under Federal lawsepar s ated veterans ( e t , wthn t ee ye a rs of d r campa s g . nnd s. t to refuse or dcertain private individuals engaged in national secur ts to be administeredht not to have test results disclose thorized persons from d c o mna on on the fo owng b e rientation,re dg e fr te m ac , o e duy), ac o ve du e y w i r me o eteran 1-866-487-9243t permits polygraph (a kind of lie detector) tes , ertain rospectiveand the rig EMENT Race, C lor, Religion, Sex, Sexual O ba e ve ti rans r Armed F rces s rvce medal v WAGE AND HOUR DIVISION TTY: 1-877-889-5627The Acin th e privatesecto i i r, s l ubject t f o res tricti , ons tot c toand p i is t pegu , ard . ),E i NFORC l aryof Labo i ri may brin t g s court act i io l ns to s . restra l inees . G r e l i i n i i i d t e i i r Id i entity, N i r atio t n i a r l Or i igi i n n s t e . ibi t t i i s employ li m i l entRe t t i a li li t a i i i o i i o r i n ti p r i oh s ib . i r l t i i e i d a i i g t a i a ins i t t a p i e t i rson w li hol i l i t es a co i mplaintrFM FAMILY ANDUNITED STATES DEPARTMEN E T O F LABOR 93(Only appl www.dol. i gov/whd rssee note at bottom)employees of securityservice firms (armored car, alarm, and nsers The S i ecr s et ndassess cvl penaltie against voatorEmpoy Execu ve Order 11246, as amended, proh d on race, coor,Rea s a rm n is p n, pa tcpaes in an OFCCP proceedng, orWH1088 R V07/16and of pharmaceutca manufacturers, distributorsrest d c ions ofvol j at b ona icants may also bring heir own co s. d e iscrmnaton by Fedeal cont n actors ba den ty, or natonalof d er c s na p o oses dscrmna on by Federal contractors undeheAct alsopermt ivate irmswho a isplay t spectedh or oapp loyees and job app ant urt action dily see it r s gon, sex, sexual orenta i o , ge l nder i u nsure equa ty ofoth s di w e e o al law e eves a co l ntrac t or has v i o t a l e : d itserLA M L LEAVE ACT OF 19 ies to certan employeT loyees o s polygraph testing subjec a onably r su re emp lic s can rea o gn, and req ut l aspect os tive acton to e ssng Pay the n e F c r r de n who b r af rm tve ac on obgatons und EDICAemp f pr re re s uir l es af rma mpoyme Any pesocertainopportunity in a s of es employers to d his poster w e A king Abo , Discl ng, or Dsc no s mnaton o ii s shoud contact immedaeyThe law require OFCCPs authorteWAGE AND HOUR DIVISION T OF LABOR TT w 1-866-487-9243 E i xec i l u i t n ive Ord t e i r 1124 i l 6 t i , as am t e i n li ded, p i rot i ec i r t i s a l i pp t l i i s c . ants a i ndnTh . e O i f ce of F i i ederal Contract Compliance Programs (OFCCP)E RIGHTSUNITED STATES DEPARTM ENV 07/16 Y: 1-877-889- / 5627 empoyees of Federal contracors from d h sc p mna p on based o U 0 S. Depa t rtment of L l a l bor.W.EMPLOYEww.dol.g whd t nqur g about, dscosng, or dscussng t er com e ensaton or2 0 Cons o tuton Avenue, Nov he compensa on of oher app cants or em oye Washngt n, D.C. 20210 ACTWH1462 RE Disability s wit tation Ac i ilii t of 1973, a i s amended i i i , protects1 l 8003 i 976251 (to -free) ing, or have a speech d e is s ab i i e lity,ice li s.NDER TH S DE MILY AND MEDICAL LEAVEIVISIONSection 503 of the Rehabili li i i l sab tes from dscrmnaton in h ,If you are deaf, h l ard of hear te lecommuni i ca i tions relay s rv n neU UNITED S E FA RTMENT OF LABOR WAGE AND HOUR Dpromotion, discharge h d s, job tr rac iring,pease dal 711 t l o access te ps://ofccphelpdesk.dol. ton o ,TATE PAquaed indvdua , pay, fringe bene t aining, classi cation OFCCP may aso be contac d by submttng a qu gov/s/ THE OSHAOCCUPATIONAL SAFETY AND HEALTH ACT OF 1970 refe i rra il l i , and ot i h i er a i s t pects of e l mployment by F i ederal co i l n i t tors.to O l FCC lli Ps H i e t p D i esk ath i tt na . l or district of ce, listed in mostLeave Entitlements work for a covered employer can take up to 12 weeks of unpaid, job-Dsab ty dscrmnaion incudes not makng reasonab t ens of anor by ca n ng an OFCCP rego S. Government, Department es under Uaccommodation to the known physical or mental limta o teepho e drecor FCCPs Contact Us webpage atEligible employees who otherwis l e quali ed i i ndividual with a disability who is an applicantof Labor and o . n O l. v/agencies/ofccp/contact . protected leave in a 12-month period for the following reasons:or empoyee, barrng undue hardship to the employer. Sectionhttps://wwwdo go child for adoption or foster care;503 also requires that Federal co l ntractors ta l ke af irma i t i ive a l ctio i nl.The birth of a child or placement of awithin 1 year of the childs birth or placement);Job Safety and Health to emp i loy and advance in em l poyment qua ied indvdu i as wthAL FINANCIAL ASSISTANCETo bond wit t h a child (leave must be takenparent who has a qualifying serious health condition;disabilites at all levels of empoyment, includng the executve leve RTo care forhe employees spouse, child, orthat ma unable to PROGR TIES RECEIVING FEDEFor the employees own qualifying serious health conditionkes the employee ITS THE LAW! Race, Col AMS OR AC i TIVI in i , S l ex I of the Civil Rights ActIndi i v i id i uals with Disa i b ili il i iti i i es tio ct of 1973, a s s a i men i ded il ,ity inperform the employees job; ted to. the foreign deployment of a military member who is thealso or, National Orig ton AFor qualifying exigencies relaor nat i iona s l o i r t ig n in in prog s of T i i t t e V i ii I il R i ig i hts Act of 1964,Se i ct r o i n 5 i 0 i 4 of t i i is he R i ili i e i h i a i b c i r ta na i ll a i s n on t i i he ba c p s of d i l e sa l s b tan i ce . .Anemployees spouse, child, or parent servicemembers spouse, child, parent, or next of kin mayith In addition to the protecton v prohbts employment ds m ederalnancial asisof 1964, as amended, Title V i I of t t he Ci t n the ba s covered byany program or act r vty whch receves F ts of em ea oym a nt aga o nstta eligible employee who is a covereda single 12-month period to care for the servicemember was amended, prohibits discrmna on o es r t ece sis of race, colorDsc mnat a on is p a ohbted in a he e pec n thout r t son bee j b ke up to 26 weeks of FMLA leave in rams or ac v iving Federalp ho, wth or w n it a l ncal assa ri ce ary ob t jecti ent discrim p n l a on i t discriminatio a ersons w li d i th d i n ab h t i es w e rm t isc sse t tal fun i i ns ons of t i h grama serious injury or illness. ed to use leave in one block. When it is medically necessary or otherwise . Employm n perfo, ce VI if the p m ve of thenancial assistance isccommo t ev t t o u have be n d ct the Fede d aga a n t i s n a pr i o i ,An employe mployeesne take leavettently or on a reduced schedule.T uch progr ay c itle IX of th i he t r i e e i m n t oymen ment nderIf you be i s l t t e yo ediat ch r l ece t ives Feder a a e ra anc e l ass r tance ngpermitted, e does not, or an em intermi requir leave while taking FMLA s or m n, or w s u nof any in u on w rimin ln l ag cy povd emay provision of employmeAll workers have the right to: Employers must: cause ams ause discrimination in providing service 2you shoud imm ey conas . T e Educaton Amend s of 197prohibi i ts emp r loyment discr t im i i n i a on o i h r he b i asis of sex insuch a i ss sance. 022) EEOC 10/22 Employees may choose bstitutesployer mayle e, use of accrued paidmployee must comply with Provide employees a workplace free fromial assist ogra . ms or ac vtes whc ece eral(Revsed10/20/2 leave an employee su ued paidave for FMLA leave, the eA safe workplace. educatonal p ance ve Fed . Ifaccrrecognized hazards. It is illegal to retaliate nancRaise a safety or health concern withagainst an employee for using any of theirthe employers normal paid leave policies.your employer or OSHA, or report a work- rights under the law, including raising a healthMPLOYMENT AND REEMPLOYMENT RIGHTS ACT Benefits & Protections , employersalth insurance coverage as if the related injury or illness, without beingand safety concern with you or with OSHA, orUSERRAUNIFORMED SERVICES E While employees are on FMLA leave must continue heretaliated against.reporting a work-related injury or illness. employees were not on leave. ted to the same job or one nearly Upon return from FMLA leave, mos employees must be restor nt terms and conditions.Receive information and training on jobComply with all applicable OSHA standards.identical to it with equivalent pay, benefits, and other employmerights or retaliate against someone for hazards, including all hazardous substances An employer may not interfere with an individuals FMLALA, or being in your workplace.Notify OSHA within 8 hours of a workplaceusing or trying to use FMLA leave, opposing any practice made unlawful by the FMRequest a confidential OSHA inspectionfatality or within 24 hours of any work-relatedYOUR RIGHTS UNDER USERRA involved in any proceeding under or related to the FMLA. eet three criteria in order to be eligibleinpatient hospitalization, amputation, or loss Eligibility Requirementsof your workplace if you believe there areof an eye. ES EMPLOYMENT AND EMPLOYMENT RIGHTS ACT An employee who works for a covered employer must munsafe or unhealthy conditions. You haveTHE UNIFORMED SERVICREProvide required training to all workers in afor FMLA leave. The employee must:the right to have a representative contactUSERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake Have worked for the employer for at least 12 months;OSHA on your behalf. language and vocabulary they canunderstand.military service or certain types of service in the National Disaster Medical System.USERRA also prohibits employers from Have at least 1,250 hours of service in the 12 months before taking leave;* and the Prominently display this poster in the workplace. discriminating against past and present members of the uniformed services, and applicants to the uniformed services.Work at a location where the employer has at least 50 employees within 75 miles of Participate (or have your representativeHEALTH INSURANCE PROTECTION employees worksite.participate) in an OSHA inspection andPost OSHA citations at or near the place ofREEMPLOYMENT RIGHTS rs of service requirements apply to airline flight crew employees.speak in private to the inspector. the alleged violations. You have the right to be reemployed in your civilian job if youIf you leave your job to perform military service, you have*Special houleave that job to perform service in the uniformed service and: the right to elect to continue your existing employer-basedRequesting Leave of the. If it is not health plan coverage for you and your dependents for up to 24-days advance noticeneed for FMLA leaveFile a complaint with OSHA within30 daysyou ensure that your employer receives advance written ormonths while in the military. Generally, employees must give 30 e mustr as soon as possible and, (by phone, online or by mail) if you have beenOn-Site Consultation services are available toverbal notice of your service; Even if you don't elect to continue coverage during your militarypossible to give 30-days notice, an employe notify the employesmall and medium-sized employers, withoutyou have five years or less of cumulative service in theservice, you have the right to be reinstated in your employer'sgenerally, follow the employers usual procedures.retaliated against for using your rights.uniformed services while with that particular employer; health plan when you are reemployed, generally without anyEmploye not have to share a medical diagnosis, but mus e enough information to the citation or penalty, through OSHA-supported waiting periods or exclusions (e.g., pre-existing conditiones docan determine if the leave qualifies for FMLAt provid . Sufficient infor ion could See any OSHA citations issued to yourconsultation programs in every state.you return to work or apply for reemployment inexclusions) except for service-connected illnesses or injuries. employer so itr that the employe ill b protection perform hismat job you have not been separated from service with a disqualifyinginclude informing a ber cannot perform daily activities, or that hospitalizationhertinuing a timely manner after conclusion of service; and n employe e is or w e unable toor employer. or condischarge or under other than honorable conditions. ENFORCEMENT functions, that a family mem Employees mus employer if the need for leave is for a Request copies of your medical records, testsIf you are eligible to be reemployed, you must be restored to the jobThe U.S. Department of Labor, Veterans Employment andmedical treatment is necessary.t inform theied.that measure hazards in the workplace, andand benefits you would have attained if you had not been absent dueTraining Service (VETS) is authorized to investigate andreason for which FMLA leave was previously taken or certif ting the need for le the the workplace injury and illness log. to military service or, in some cases, a comparable job. For assistance in filing a complaint, or for any other informationEmployers can require a certification or periodic recertification suppor noticeave. Ifing resolve complaints of USERRA violations.RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION on USERRA, contact VETS at 1-866-4-USA-DOL or visit itsemployer determines that the certification is incomplete, it must provide a writtenindicatThis poster is available free from OSHA. If you: website at https://www.dol.gov/agencies/vets/.what additional information is required.are a past or present member of the uniformed service; An interactive online USERRA Advisor can be viewedibilities are thatd for leavet may qualify ps.dol.gov/elaws/vets/userra. Employer Respons comes aw an employees nee he or sheis for a reason tha A leave and, at https://webaphave applied for membership in the uniformed service; or If you file a complaint with VETS and VETS is unable toOnce an employer be ify the employee ifis eligibleFMLare obligated to serve in the uniformed service; resolve it, you may request that your case be referred to theunder the FMLA, the employer must not hts and responsibilities under the FML forIf the employee is then an employer may not deny you: Department of Justice or the Office of Special Counsel, asif eligible, must also provide a notice of rig A. initial employment; applicable, for representation. not eligible, the employer must provide a reason for ineligibility. much reemployment; You may also bypass the VETS process and bring a civil actionrs must notify its employees if leave will be designated as FMLA leave, and if so, how retention in employment; against an employer for violations of USERRA. Employe MLA leave.leave will be designated as Fpromotion; or The rights listed here may vary depending on the circumstances.The text of this notice was prepared by VETS, and may be viewedEnforcement . Department of Labor,r Division, or mayany benefit of employment on the internet at this address: https://www.dol.gov/agencies/ Employees may file a complaint with the U.S Wage and HouContact OSHA. We can help.because of this status. vets/programs/userra/poster. Federal law requires employers tobring a private lawsuit against an employer. discrimination or supersede any state In addition, an employer may not retaliate against anyonenotify employees of their rights under USERRA, and employersFMLA does not affect any federal or state law prohibitingeater fa ave rights.testifying or making a statement in connection with a proceedingmay meet this requirement by displaying this notice where theyTheor collecti ment that provides gr mily or medical leassisting in the enforcement of USERRA rights, includingcustomarily place notices for employees. or local lawve bargaining agreeunder USERRA, even if that person has no service connection. For additional information or to file a complaint:Employer Support of1-866-4-USWAGEthe Guard and ReserveOffice of Special Counsel 1-800-336-4590 (1-866-487-9243)TTY: 1-877-889-5627 Wage and Hour DivisionU.S. Department of Labor U.S. Departmentof Justice Publication DateMay 2022 w hd1-866-487-2365 ww.dol.gov/wOSHA 3165-04R 2019U.S. Department of Labor I Wage and Hour Division WH1420 REV 04/161-800-321-OSHA (6742)TTY 1-877-889-5627www.osha.gov E30122023 ComplyRight, Inc. ies to employers with 50 or more employees or public employers, regardless of employee size. See your human resources manager to determine if the FMLA applies to your employer.IMPORTANT NOTE: The FMLA only appl"