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 DL2-U1200NET$150DL2-U12OASFSL$100 6-Month Plan DL2-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 Must be posted in a conspicuous place forVisit service.posterguard.com/terms for details. workers, virtual work teams, and otherDL2-U1200RDL$12.99EEOCFederal convenient viewing by all employees and applicants. USERRA Uniformed Services Employment and Remployment Rights ActU.S. Equal Employment Opportunity Commission This posting includes all employee notices required by the federal government. 866-463-4574www.posterguard.com 2020 ComplyRight, Inc. remote workers with internet access. Price per employee.EMPLOYMENT ELIGIBILITYEqual Employment Opportunity isIMPORTANT NOTICETHE LAW tions,To Applicants YOUR RIGHTS UNDER USERRAPrivate EmploEymerpsl,o Staymteen and Local te g p e lo n y c er i s e ,sst Governments, Educational Institu a a te na d lo o f v r e r io and Employees THE UNIFORMED SERVICES EMPLOYMENT AND REMPLOYMENT RIGHTS ACT a p U m A LabOrganizationsr DI d le S ApI Aa B nd licaangtesn tcoie asn daT I ployeersg aonf mst privat em i a s p nd rog oromn dmisecnrtims, ineadtuiocnt a t ls onn atl ehin fsotiltlouwtioinngs,beases:mploymentW me on .S. Immigration lawsmilUidtSiasrcEyRri 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 d m h seepSmliEcRpalnoRtyAsmatelosno tthpperoo ushintiiibfoointrssmetoem du pslneodryeevrritcsaek fser.ow n juriyenedm labor oizaotions are protected under Federal claalwRACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN ane cd hoir ply wly tith Uhose ln tehge Ually a.S.uthorized You have the right to be reemployed in your civilian job if youHEALTH INSURANCE PROTECTIONTitle VI of the Civil R bgig ephnrtees gfAitnacs,ntjcooybf ), 1 tr9o6ari n4ni,a natgiso,acnmlaalse osifrmiigcoiandtnded, protectusrs r aadlpi, o yoefe es mfrpolmoy mdiescnrti,m oinna bthltiyoe na bc cainos imhsi rmoinf ograd, cpaetre,ocmaonlo otiro, n,to work i REEMPLOYMENT RIGHTS the right to elect to continue your existing employer-based TYaclinrcdima noitntsha eatinro ndaseipnmcepcleud heasr dfashiliinpg. to reasona you ensure that your employer receives advance written orEven if you don\'t elect to continue coverage during your military eeimslcigphilooanryge, ese,e sxpra(yei,nli cfgriliounudgsein pthraec Aticmees rwicahnesr ew tithheaDcicsoabmilities Act of 19 t dc io o n n robenefits, job training, clasitnhgeuknndouwe nh aprhdysshiciap.l or mental limitationsWhat do you have to do? leave that job to perform service in the uniformed service and:I aIf you leave your job to perform military service, you havelo yesr.\'sPoster Guard Applicant AreaIL itle V of .oRtineo,l nirge idofeoes not impose undu ification, referal, and other aspects ofverbal notice of your service; heoanltthhs p wlahn ileco inve rthaeg em fiolirt ayroyu.and your dependents for up to 24 Tit ocnl, uddisecsh nialoritgtyemw, aphkaoiyn ,i gfsrraiennag easponplaibcalen ta oc0, as amended, protect qualified individuals from discrimination onyou have five years or less of cumulative service in theweara ocuoirt emehmep bloaysmis oefn td. iDsaibsialibtiyl itiyndhiirsicnrgim, pinroatmioont iiemmmpolodyaeteio, nb ator uniformed services while with that particular employer; hdoiutnpito annof an otherwise qualified individual with a disab you return to work or apply for reemployment inexcitlvltiuinhscgi epo , nlpayesnor)uiowe hdhxscae venoepryt to ehfuexocr ralirsugesehir ovtr einctesoemb(-cpeeo.lg rnon.ye,eei dpnc,srt etega-deet xneidleilsnr iteains lnlysgyes or iAGE t toiof 1n9, 6d7is, cahsa ragmee, npdaye,d f,r ipnrgoet ebcetns eafpitpsl,i cjob training, clas All new hires must produce proof of identitya timely manner after conclusion of service; and ENFORCEMENTyou have not been separated from service with a disqualifying discharge or under other than honorable conditions.Tihs eer iAcmtgsien o afDt e ismcnr piblmaoyisnemadte ionnt.aing eE min phloiryinmge, pnt oAmc ants and employeification, refers 40 years of age or older from al, and otherand e tfo 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 jouebThe U.S. Department of Laborasp p GE T N A t st ETICS se o sr th S) i iscinraimtioinna tinio th epr poahyimbietendtboyfwTiatglee sV tIoIowf othme eCni vainl ndRs i,mg ihnetn ts h pAeec srtaf,o marsemaienmsget asnbudlbisshtmanetniatl.ly equal work, in jobs that requiren n e days omf tphe dloymaete ent emlipgilboiylimty went bithien 3 bgins. Yusionesu ms ustRIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION Training Service (VETS) is authorized to investigate and , Veterans Employment andatY pd:o/ .lw Federal Poster ServiceSEX (WAGE ed, the Equal Pay Act of 1963, as amended,also c If you: resolve complaints of USERRA violations.For asistance in filing a complaint, or foUr SanAy-D oOthL or visit its er information Inqof the Gen ridm g cfo 2n0d0it8io protects aplicants and employes from discrimination basedwhich domopculemte a Dent(s) yHS Fou worm ant tI-9o p. Yoru ceseann ct frhoom oseare a past or prr meseemntb emresmhibp eirnothf eth uen iufonrifmoremde sde srveircveic; eo;r on USERRA, contact VETS at er oauhdadil biiktiisl lsn,eetxfo fod sirestcx, aentidcIrensfopromnastibioilnit yN, uonnddeisrc sriimmiilnaart wioonr kAinct o the lists of acceptable documents in accordanceare obligated to serve in the uniformed service; An interactive online USERRA Advisor can be viewed .gwovw/e.dloalw.gs/o1uv-/sv8e6er6rts-a. .4h-tm.Aml on genetic information in hiring, promotion, discharge, pay, fringfe eat ipbcp einlnicfeoafnritmtssa,,jtoeiombn p talronaiydne ienstsgr,,iocctlrlay st shliiefmiicria tsftai modinisc,l yl romesfueerrm sebrevrisc; etsh eb ym aapnpilfiecsatnattsi,o ne with instructions on the back of the Form I-9. have aplied fo wehbtstipte:/ awtwhwt Poster Guard Binder Service for Small Workspaces Title I then an employer may not deny you: If you file a complaint with VETS and VETS is unable to ra ol,fagnedn eottihc eirn afosprmecat tiso onf. initial employment; resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as employmenotrr. mG daIiNtsioorAndeainrlscsolui refesastmr iincilfyto smr meemamtpiloboenyr esa rb(sfoa uamtcq ilguye imsnieteitodicinctaeols f thgsi setonory); and requests for or receipt of genetic It is unlawful for anyone knowingly toreemployment; applicable, for representation.Genetic info,oFed ION d members. oses an unlawful employment practice. engage in any of the following activities forretention in employment; Theagainst an employer for violations of USERRA.esbecause of this status.ou may also bypass the VETS process and bring a civil action of diseaeese ding, or otherwise op the purpose of satisfying the requirementspromotion; or rights listed here may vary depending on the circumstances. RE l po lfoyh LIAT any benefit of employment The text of this notice was prepared by VETS, and may be iscrimination proceeerarllfaawmsi lyprohibit covered entities from retaliating against a person who files a charge of discrimination, participatesviewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to o w T D W D HAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED f d -6 m o tr LI m G e ee N deo g r I e Lei X quib , tsla o ee I s an c o m p e m ori d tc v A n s e a L tn leh l oR at l )d , o ice contracty fe of employment eligibility verification: assisting in the enforcement of USERRA rights, includingEl may meet this requirement by displaying this notice where theyLaminated poster to be displayed where in-person jobinh ae d In addition, an employer may not retaliate against anyonenotify employees of their rights under USERRA, and employers testifying or making a statement in connection with a proceeding customarily place notices for employees.re aainsredcrsti tri inpctra ottioitmence tisly imosuuistrsperfoigcrht efti dtl:ion T gfh ilceehaUar .pgSer. s of ae ty 1oc-of8 En0Eta0O-ct6C 6E9 tEo-O4 aC0c0t p0 o rn(otm oyolpl-tuflrer To forge, counterfeit, alter or falsely make under USERRA, even if that person has no service connection. Office of Special Counsel the Guard and Reservebeha-80 9-6820 (tol ivate llmaEwpmlsopuylit, ysemhnoteu ndltdis O cyropimup ionurlattuitimnoiantty. e TCloyonpmereemsde istrosiv,o ey not h(ueE E sahOboCilui cti oinnf. oArmd aittiioonna islinavfaoirlmabaleti oatn)U.S. Department of Labor U.S. Departmentof Justice Employer Support of wrhw 1ew.enl oc.gov or in most-freteele TpThYo nneu dmirbeecrt oforrie isn dini vtihduea Uls. Sw. Githo vheeranrimn gwe wnimtw po.aer ireFoemcde.engortasv)l. . GEoEOverCn mfieeldn to sfef ao es, obtain, accept1-866-487-2365 Publication Dateabout E Aplicanta rts as ta oparnodt e , SEEquFfe cdoemr ON abO Contracts or Subcontracts T ounterfeit, altered, orFMLA Family and Medical Leave Act of 1993 1-800-336-4590April 2017 This compact solution features large-format, full-color labor law posters in a OC, including information about charge filing, is an ra ai sFcerdimerinala tgioon veornnm theen tof clolonwtrinacgt b ars ess:bu o ny u dsoe,c uatmteemnpt.t to use, posEmployers Holding Fed ieasi lwitRACE, COLOR, RE IO ecmtepdlo uynedeer sNAT ala law from d IGIN farl sreelyc emivaed ean dy ofocurmgeedn, tc. d and requires af t4iv6e,acion tnod ens, up c roh ijob d tunioityinn a tlh aes bpaecsitssooff r eamcep, locoylmore, nrte.ligion, sex or national origin,T ny a dccoecupmt oern rte lacweivfuel,l yu isses uoerd a ttote am ppet rtsoo nu se,EMPLOYEE RIGHTS applicants can view it. Covers required federal postings only Executive Ordeirr 1m1a2 ABITIES ty of ioprpi aoSeisability in hiring, promotion, disc ina ottrdisa 1973,er aianhsgooenibs bnlnde e afip , protects qnugan, l ictfoilea tdshs eiifn idckainvtioiodwunan, r upenhfedyrusircea al,h l aaornrdd ms hoetipnh.e tSarlealcimstpioietncatt 5sio 0on3sf eaolmsfo pa r othe pospsuerspsoosre, i nocfl ucodmingp lay idneg ceasedUNDER THE FAMILY AND MEDICAL LEAVE ACT durable binder for easy viewing and storage. It includes all mandatory federal, state, INDIVIDUALS WITH DISction 503 of the Rehabilitation Ahamefa,kbpiinay ligt, y rf w s amaacp,ol imjcoabmn tot rodarain teiiomploye ls from discrimination on the basisn loo eyqmui intdhiveird tuhaaln, for theTHE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONbiliditsyee r daqisl uccaorilmnifiedac itntioodrnivsiitdnauckluaeldawefisf tihrnm a atixecve atcuivtieo nle vto l.ee mploy and advance in emplo, baryming ent qualified individuals with disabilities at arnt.esllw LeigaibvleeEemnptilotlyeemese wnhots work for a covered employer can take up to 12 weks of unpaid, job-otisherwthaat FeMIESDAABLL EVDET, REERCAENNSTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICEreiqthu irtheem eemntpsl.oyment eligibility verification levels of employment, including the c istance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination ande to t Reverification: protected leave in a 12-month period for the fol owing reasons: in ition; and includes 12 months of automatic poster replacements requires af ot A RE a T laEra Veterans Readjustment As i n authorized), and Armed Forces service medal veterans (veterans who, whileo d oof y cuoumer entligibi g pursuant TTTooh e bc oabrndiertfh ow ro itfth ha e achiechimldld polo r(ley epaelavsceesmmpoususenttebo, efchiata lcdkhie, lnod r w fpoiarthr a . d o1 esary or otherwise The Vietnamirhmaragteiv eo ra rcteiloenas teo f erommpl oacy taivneddaudtyv)a,n octeh einrepmroptleocymteedn vte tdeisraabnlse d(v veeteteraranns sw, rheoc esentrlvye sde dpuarraintge davweater roanr is n( wa citahimn pthairgene For the employeentpwytiehooanr ohoafr s t fhoa es qtecuhira lcldifayrsine b;gi rstehr iousor p lhaceealmthe cnot)nd;years of dis te irmative action oblig as awardpreodc)e. Special norate fry eor tmplhoosye wmeont arkiuntehvoerrizifaictiaotn ionper pfoqlourymaelnes s own qualifyingstehreious for ehigeanl tdhe cpolondymiteionntothfa atmmailikteasry t hmee emmbpelor wyehoe u insa tbhleetocounty and city postings and is a legally compliant alternative to traditional posters or expedition for which a campaign badge has beALIATION iftyshi nesg p eousemxpigeleo, ynccehiieelssd,r jooeblra; tpeadre tont.on active duty, participated in a U.S. militarhyo o pfielersa taio cno mfoprl awinhtic ohfadnis Acrrimmeinda tFioonr,c epsa srticrvipicaet ems iend aaln w OatiFoCnCs Pu nder the autheding, oor ritiesempos. You ality srte satuusbj. Yeou act to rre responsibleAneFelmoigrible employee ks of FMLA leave in a single 12-month period to care for the servicemember with N U Rehriwtiiosen o isp poprosehsib ditiesdcr iamganinasttio anpuenrdsoenrtwh evsioel aFteedde irtasl n lawnsd.iscrimination or af ,o 1 6Ce istance for maintaining a lawful status and curenttake up to 26 we p le m rp mwho is a covered servicemembers spouse, child, parent, or next of kin may alsowhenever a requirement changes. abnoy vepe srhsooun ldw choon tbaeclite ivmem s ae dcoiantetrlay:ctor has a serious injury or ilThe Ofice of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 20 An employe does not ne ulee-SW atv eaOrsnhFminCgeCtnPot-n,P ,D uDeb.Clpic. r@2tmd0o2e1l.n0gto,va o,-fo8Lar0 b0byo-3 r9.ca7-lin2g5 1an( tOoFl-frCeP) r org i(o2n0a2l )o 6r9 d3is-1tr3i3c7to(fTfTicYe, )l. isOteFdC iCnP m moasyttaellseop hboe nceo ndtiracetcetod rbieysunderConstitution Avenue,work authorization. Ee d to use leave in one block.o eWnoahfearnec dictur uicsee mddespdcahiicdea dlelya vne.e cwe hi le musa o as m. a.Gil W v VID t s w U o h p A Programs or Activities Receiving Federal Financial As ic LF H e i e f l f AB n io I s c L ial I T as I s E is d i S ron it t ithya fr 1 o ITS THE LAW! e W avel.o ityIft eeadens, ememmapyp lloochooyyeees s semu, boasyrtituatantk eees mle apacvcloeryu eienrd tme praamyidi tr tleeeqanuitvleryefo,o rusrFMLA leave, the employ lo re motatk icnogm FpMlyL Awi thin workplaces without walls, such as mobile service units or mall kiosks.RACE, COLOR, NATIONAL ORIGIN, SEX the employers normal paid leave policies.Inm aedndditeiodn,ptroo hthibe itps rdoitseccrtimioninsa otio T n iotlnetVhIeIobf asthise o Cf rivaicl Re, igchotlso Ar octronaf t1io96n4a,loasri Benefits & Proees not aercte to oinon nle FsaMvLeA.leave, employers must continue health insurance coverage as if the Tit lae IErl dowuyhcmaeetrioen tne d mAispcmrl edDIS ina n chceab. uislee s e sV moIr pf mlo aem gimn einn dperdog, TraitmlesVoIr o afc tthiveit iCeisvi sritl eaRcniecgihveti nsisgAp Fcreto dvoeisl ipo prnroo gogrf aramms s. a9l 6fi4na, nacs ialWe ctiocemsp alyn dw ditohnalol ta dpipsclicraimbline altaew os ngo tvhee rnbiansgis e omf npalotiyomneanl tUphipon le employe hFeqMuiLvAale lenatv epa, ym, obestn eefmitsp, loayndes tmhuser te bmep re loystmorenetdtteor mthseasndam ceo ndjobi toiorn so.ne nearly erm istance. nEthm e, h receive IT omnrda inmeatneiton tndsi sc frc io1mv9ie7nra2e tptoa by Ti ypcearniumts deai srdcyirs oicmbrijimencainttaiiovteinoonof n it nht hepe rf oibnvaaisdnisicn igoa ls f aessersx in educationavices under such prraigcin, citizenship or other unlawful criteria. ees r nwitefwrroit ding under or related to the FMLA.idmenti cyal tutop r pc tIiX ns w S W ym ts employment discrimination on the basis of disability in anyr y DRUG-FREE WORKPLACE An employer may not interfere with an individuals FMLA rights or retaliate against someone forAeFM m Also available in compact sticker format for retailNDI loymitoieef using or trying to use FMLA leave, oposing any practice made unlawful by the FMLA, or being involved in any proceSection 504 of the Rehabilitation Act of 1973, as amendead an, cpcceor.om Dhimbiscioat the Federal agencyp gainstAPPLICANT & EMPLOYEE Eligibility Requiremen lfotosyre eacmousvetr:ed employer must met thre criteria in order to be eligible perorsgoram oirth a cdtiisvaib thyi aliwtvihee is cbwhe ehroen c,d ewiisvictehrismoFiern dwateeitrhdal o afuignta airnnecsatisa ioln n asaas bpilsretoteglyra cmon otfa c nim fonrHaLv pelAowyleeoearv kewe.ho dT fh oewroethrmeksp employer for at least 12 months;Ifer yocoevuiidv ebinseg lFi eesvudeceh ry aaol usfsinisatnancciael .asistance, you should immedia da tiiinnoasntt,i iotcuanti noi sp np ewrrofhohircimbhi tethde i ne saslel anstpiael cfutsn cotfi oenmsp olof ythmee njotb a.Have at least 1,250 hours of service in the 12 months before taking leave;* andEOC 9/02 and OFCCP 8/08 Versions Useable With 1/09 Suplement EEOC-P/E-1 (Revised 1/09) NOTICE ReWmoprlok yaet ease re astn ivwooc here the employer has at least 50 employe ts within 75 miles of thekiosks and other small spaces. Item #Price*Special hourslwoartkiosint ew.of service requirements apply to airline flight crew employees.EPPA Employee Polygraph Protection Act Genequ llyi,em g pLloeyaevees must give 30-days advance notice of the need for FMLA leave. If it is not EMPLOYEE RIGHTS pos in e f m ible tofsogdl d e3th0t h-ed aeavmyes p tnoolo ystehicraers ,e us aan u maelm epdprioclcoayle eddeui armgenouss. ic n as posible and, The Employee Polygraph Protection Actgm o no eed sisno, btuifytmthuse te pmrpolvoidyeer e anous sooghie inntf oirnfmoramtioant iotonbtc houle d EMPLOYEE POLYGRAPH PROTECTION ACT Drug-FreeEm enppelloorayyleeyr,eso it can determine if the leave qualifies for FMLA protection. Suf inuing prohibits most private employers from usinge E informing an employer that the emplorymk orting the ned for leave DL2-U1200R$89.99remeapsdoliocnayers can require a certification or periodic recertification supi ucnluctioe n lf ostr, ret whaathimt caeh n ftaF mMisi LlnyAe mc leeesmasvaebr yew.rEacsma nppnorloeytve iouspees rlfmyo ustaten or certified.niasfio loyrmr a cw tthiilvle itb ieeems u, pnoloarb ytleehrattiof hotpheespr fnitoaerleimzdahitfioosr n ole ora rvh ceeroisnj otfo. Ifrtah e op ITrIe geN lie ie y negmitakr teoti nama kg iela ge aaqd teinor ee o t w Thhra etanrly W E fu orrsM e ne eest p v nee tcb oapnrregoeamimni o n e mentoncatl,leatwce rous.)shal Workplace wmhaptl oaydedr itdioentealr minifnoernmsibatiliiotn ieis srequired.s that the certification is incomplete, it must provide a writ u leen notice indicating scr edeenteincgto orrtdeusrtisn ge iththere coe roef- eemmppllooyyment. Employer RespoPROHrygeIiBnrliosvge F ich ct yaee or jnlSo nbeira nealg lpy,f o oplrpirr c radoeinhfsctiub rstiotii dnt af utisserittncaogtno roref ortm err peseqtlx,o uaeyeerncsdeit is foinrngrogm of invaeowsc lvu oldl em todc ee i i nntin a workicpn lg o aasg eyi tpoerm dent (theft, embezez olerm l This compan distry strictlibution,y prohibits the illicit use or manufacture of controlled , possession,Once an emplo Aayel,s rot h bepe roecomvmidpeleosyaa enowr matriuscee tt h onoaftosy oennees iebidf ilh itfeieo rso le ru ndashveeeiri ss t fheoelir g iFab MlereL aAfos.orInfFMtthhLeaA temmleaapyvlo eqy uaendaelif i,sy Item #Price Binder size: 11" x 17" printedEmpelpaome ,deiOsmcploip EXA pltacnsre nc itohveeis neito mwn pholiofc yhae nisr.ymStoatre restrictivedispensation, Any violation of this policynoetli geeribl iglethibe,le m F, usMthtLe employer must provide a reason for ineligibility.rtiaginfyhtetsh maendp leo myreepselpansy ifnddther rights under the Act. with respect to lie detector tests. substances in the workplace.Employers must notify its employes if leave wil be designated as FMLA leave, and if so, how much prosEXEMPTIONS st paInoNdlyEagErrda spR chIoG tecHsetTrsn aSinregpthrem ciotnteddu,c tth aeynd a lreen sguthb jeocfttthoentuesmt.e result in adverse employment action up to andEanvfoe rwciel mAlso, the law does not ap T e em p , p proivlygeongvaegrendm ienn ntsat aiornea ln soetc uarfifteyc-rteelda tbeydathcetiv laitiwes. . a tso to p oen c s t odf stxrriihatcmtetre in nRCotEice bMEeNTE v nswnctvtcio taio ouanstotao l rtrs c .rt ieoEsmntsrp.aloiny esincludiny be required before hiring and duror illegal dring your ugEmbee ndetsignatecdo masp FlaMinLt Aw leitha vthe.e U.S. Depa rptrmohienbti toinf gL dabisocrrim, Winaagteio annd orHsuouperr Dseivdiesi oanny,ostra mtea yin full-color. ceerdtaeirna lp, rSivtaatteeaindnidv idloucaalsl ly to tests given by the Federal Government tos have afo nre tumebsetrin g, the rof speciifgihct t rio rghtesf,u isne oclur ddingisc tohnet irnigue a tht toe sat ,use ma g termination*. Screening tests f brinepg Flo aMy epLerAsivmdatoaeey lafwThe Act permits polygraph (a kind of lie detector) tests to be administered and the right not to have test results disclosed to unauthorized persons. employment.** Th iles uitaat ifvafeeg acbitan rasgtn aya ininfe nedgme arpagllr oeoyeer mrs.teantettlahawt provides greater family or medical leave rights.inm thpelo ypereivsa otefsseecctuorrit ys usebrjevcicte t ofirrmess t(riacrtmioonrse, dto c care, ratalainrm p, rosapnsdepne gcuetiarrsvd.e ), TihN oelaF StOioecnrse atanrdy a osf Lesasb ocirv imlo pa bey rnbianrglti nitegsh e caiorgua ori * The Drug-Fror local law or collect itional information or to file a complaint: Wage and Hour Division DL2-U1200FONLYAPP$28.99s no1 and of pharmaceutical manufacturers, distributorsnraaneblsdty r dsiicutsi W ES D s, e WH1 T 462 EN or job ap /16 ABOR licants may als T w Yw licants can readily see it.* (a)(1)(A)) requiree Wes coorkplace vered emploAct of 1988 (codified in 41 USCS 701 yers to publish this information. For ad 1-866-4-USWAGE I 9-5627 E07 WH1420 REV 04/16cehret Ainc taalspol oyeerms oitfs agtera pfirhm tesswtinhgo,sarube jeecrThe law requires employers to display this poster where employees and job ap (1-86-487-9243) TTY: 1-87-8UNAIGTE AED SNTD HAT OUR DEPIAVRISIMON REV 07 : 11-w-88.do7676l4.8g88o97v59/w6242h37dAdditional state laws may apply. www.dol.gov/whd Revision Date: 07/16T OF L U.S. Department of LaborWage and Hour DivisionIMPORTANT NOTE: The FMLA only aplies to employers with 50 or more employes or public employers, regardles of employe size. Se your human resources manager to determine if the FMLA aplies to your employer. Size: 16" x 20"8 EMPLOYER COMPLIANCELABOR LAW POSTERGUARD.COM800.999.9111 9'