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 NEW Poster Guard E-Service for Remote Workers Covers all federal, state, county and city posting Meet posting requirements for remote workers by providing easyonline requirements for job applicants, with 12 months of access to mandatory postings. Employees can download and view all required automatic updates whenever a requirement changes.federal, state, county and city postings and will receive automatic email updates Electronic posters are viewable via a web link you whenever a mandatory change occurs. Employee acknowledgments are tracked can add to your website or online applicant system.on MyPosterGuard.com.Ideal forfield salespeople, Item #Price Item #Price home-based workers, virtual PB1-U12OASFSL$100 PB1-U1200RDL$12.99 work teams, and other remote Price per state.Price per employee. workers with internet access.Ask about multi-state discounts.Digital solutions are not a replacement forfull-size labor law posters in workplaces All Poster Guard Services Include: where physical posters should be displayed.12 months of automatic replacements/updatesevery time a mandatory change occurs12 months of legal monitoring, analysis andIntranet Licensing Service timely notifications about posting law changes100% guarantee that our posting contentFor organizations that host a secure employee intranetportal and select their location to view applicable complies with current regulationsor web portal, our intranet licensing solution offersfederal, state, county and city postings. or well pay the fine, no matter how big another way to give employees (including remote Item #Price Per Yearworkers) access to electronic postings. Employees PB1-U1200NET$150APPLICANT AREA Must be posted in a conspicuous place forVisit service.posterguard.com/terms for details. can just click a secure link on your intranet or web convenient viewing by all employees and applicants. Price per state. Call for multi-state pricing. EEOCFederal This posting includes all employee notices required by the federal government. USERRA Uniformed Services Employment and Remployment Rights Act866-463-4574www.posterguard.com 2016 ComplyRight, Inc.U.S. Equal Employment Opportunity Commission EMPLOYMENT ELIGIBILITYEqual Employment Opportunity isIMPORTANT NOTICEYOUR RIGHTS UNDER USERRA THE LAW To Applicants THE UNIFORMED SERVICES EMPLOYMENT AND REMPLOYMENT RIGHTS ACTUSERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain tyAplicaangtsen toci easn dan edm lapblooyr oerse an maotsotn p t Adg eLnocciael s nd L local go O ened tio l e in sftoiltluowtioing bases: Medical System. USERRA also prohibits employers from discriminating against past and pes of service in the National Disaster icants to the uniformed services.Private Employers, StatenEmployme gof izisr ivra aan e employers, st I p Governm a a te na da m v rn e r ts, Educational Institutions,rg ts a ,ni u z c a atn ns and Employees present members of the uniformed services, and applHEALTH INSURANCE PROTECTIONboeet protected undORIGIN nm on ioon ath ns, employmentREEMPLOYMENT RIGHTS you have the right to elect to continue your existing er Federal law from discriminati You have the right to be reemployed in your civilian jobIf you leave your job to perform military service, RACE, COLOR, RELIGION, SEX, NAT e n y s, ana e o in d ONAL saclrincidm a oinat e ip nc eclputldso eyoes fe feasim lfirnpogl omtyo dm riseecnartsim,o oninanb attlhiyo ea ncb aicnos imhsi morifn ograd, pacetre,ocamonlo otri,o n,We comply with U.S. Immigruatthion lorizaewd sif you leave that job to perform service in the uniformed employer-based health plan coverage fTitle VI dis t S ohf e a E sof xpta h(yei,ncCfrluinivdgil ienpgbreacti o asy q n yAc, nt jocoyfb) , 1t 9ro6ar itnnhiaentio i cm lal sesonifrdiic rotectrssraadpi, pl nttsh eaior nnda s m tect qualified individuals from discrimination ons a and hire onto wly tohrok ise ln tehge Ually a.S. service and: , in some cases,dependents for up to 24 months while inor t hyeou m anilidta ryoy.urp r L-Poster Guard Applicant Area Poster Guard Binder Service for Small Workspaces rem Rig phnrteesfgcitnesas where4, agiaocommgadt,i. aoRtnieo, lnrig ediofoeues not impose undue hardship.you ensure that your employer receives advance writtenEven if you don\'t elect to continue coverage during your dislicpghilooarg,e esee, s religious you have five years or less of cumulative service in themilitary service, you have the right to be reinstated in or verbal notice of your service;DISABILITY uniformed services while with that particular employer; your employer\'s health plan when you are reemployed, a timely manner after conclusion of service; and generally without any waiting periods or exclusions AGE ilseab isialuibtaiylli itif nnlu, didisesacsb hnialitoritgee sm,Aapckaiytn,ogf rf ri1en9gae9s o0bn, eaansb eleafitasce, cnjoodbme dtm,r apoirdnoainetigeo,,ncb laatsorfromAll new hires must produce proof of identitydisqualifying discharge or under other than honorableservice-connected illnesses or injuries.Timtelep b loIa asymisnd eo Tfn dtit. DV of the Americanso wont ithc D licant or employiitnfhigce a utkninodonuw,e rn eh fapehrrdyrssahilc, iapaln. do r omtheenrt aal lpimecittsa tioof ns s What do you have to do? you return to work or apply for reemployment in (e.g., pre-existing condition exclusions) except foran otherwise ieddhi irisnicndrgiimv, pidinruoaatmli with a disability who is an ap you have not been separated from service with aENFORCEMENTconditions. The U.S. Department of Labor, Veterans Employment If you are eligible to be reemployed, you must be restored The Age Discriminemadte ioonnnt.aing eE min phloiryinmge, pntr oAmcto toifo n19, d67is, cahsa ramgee, npdaye,d f, rpinrgoet ebcetnse afpitpsl,i cjoanb ttsr aainndin egm, cplalsosyifeiceas t4io0n y, eraerfser oraf la, gaen do ro othldeerrI ad o S t i tk e bo nidree d,u dnd e a to the job and benefits you would have attained if you hadaah rv and Training Service (VETS) is authorized to investigatep:/wp on nr o pcercim tsi noaf teiomn blpseisxc ridmiscinraimioinna tinio tnh pe rpoahyibmiteendtsoibmfy i wlTairat gwleeo sV r A Io inct of the Civil Rights Act, as amended, the lEl.yq euaqlu Pala wy Aocrkt,oinf1jo96b3s , thasa ta mreqe ays omf tphe dloymaete ent emlipgilboiylitmy went bithien 3 bgins. Yusionesu ms ustnot been absent due to military service or and resolve complaints of USERRA violations. Federal Poster Service This compact solution features large-format, full-color labor law posters X (WAGES) a comparable job. For asistawnceeb sini tfieli nagtha tctpo:m//wlawinwt, .odro lf1.og-r8o a6v6n/yv-4 eot-tshU. eS Ar -inDfoO RIGHT TO BE FREE FROM DISCRIMINATION mation on USERRA, contact VETS ata.htm.or visit its equh adild bsiitktioisl ln,s ee txof f 20 licantsublisshtmanetinat s from discrimination basedwlso c AND RETALIATION An interactive online USERRA Advisor can be viewed Title I of the wg oc omoned0it8io pnrs,o tine cthts ap aspects ofhich domopcluemte a Dent(s) yHS Fou worm ant tI-9o p. Yoru ceseann ct frhoom oseIf you: e ea a ppapsltie odr f oprr meseenmtb meresmhipbe inrotfh te huen uifnoirfomremde sde srveircvei;c eo;r If you file a complaint with VETS and VETS is unable to GENETIC n and men pee rsafomrm einsgts aabnd employe the lists of acceptable documents in accordance are obligated to serve in the uniformed service; at ht w.dol.gov/elaws/userGret,n aentdicIrnefsopromnsatibioilnit yN, uonnddeisrc riminationastccq hguaeirsngieteitoi,c pn a toey,fstfgsrei onnfge etai pbcp einlnifceoafnrimttssa, , tjoeiombn p tarlonaiydne isnetsgr,, i ccotlrlay ts hsliimefiicria tfsat imdoinsil,cy lr omesfeeurrmeralo,ef ra sgne; dtnh eby m aapnpifleicsatnattsio, nwith instructions on the back of the Form I-9. 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 em ettihc einr formation.Counsel, as applicable, for representation.Ge npgeleotniycem tinicef nointrf. omGramItNioaAtnioainlns coilnurdehesirstirn iingc,f topsr ermomamptoilootnyio eanrbs, od u initial employment; You may also bypass the VETS process and bring a civil of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services d A A h T L e I e A in F T a ionr D e NpI o F cs r ceh l a aa I nna m ga N y A e pacC nw e -6 0 (tol-fre)It is unlawful for anyone knowingly totreemployment;eaction against an employer for violations of USERRA. cuy vary depending on the b w RET I E a N x dDI n V5 uir oc.gov o IO ote0n c( titsyosloul meh m -s utsm t r h t io a ot ia f ilin togf is m ar gpersv i d X,o e l ote e d s N jt i o oF AT n fe g de IO m r lnawi law f AT R C rdH eir t na t a r l Sgio ac v t r s n CU m o e r nRRED fo S l ub ag c c o tb o n ars -80 te s r u:b s a c c on ts 9-40 of employment eligibility verification: a e,promotion; or 1-866-487-2365 Tihrc rmighsttsan licsetse.d T hheer et exmt aof this notice was prepared by i A employees, or their famil yp mroehimbbite crosv. f t oses MIN liatfiunlg ea IO pilno st ma pnetrsor O ticho. files a charge of discrimination, participatesehne pretention in employment; VETS, and may be viewed on the internet at this address: nl al o iscrismTO etd O al lraw eeding, or otherwise opered entities from r eut gague irpn aose ony of sf tathie fsfyoinllog twhie reng aqcutiivreitmies fenor tsbecause of this status. http://www.dol.gov/vets/programs/userra/poster.htm. WH tioY itrs Orfiog U BELIEVE DISCR ent discriminationat.e Tloynpereeds etrov,e y tohue s ahboiulitdlyocof EnEtaOctC E EtoO aCc t porno myoptulry To forge, counterfeit, alter or falsely make any benefit of employment Federal law requires employers to notify employees ofLaminated poster to be displayed where in-person job in a durable binder for easy viewing and storage. It includes all mandatory There are strict time lim f e lmawpslouyitm, should you ultim In addition, an employer may not retaliate against anyonetheir rights under USERRA, and employers may meet this requirement by displaying this notice where they assisting in the enforcement of USERRA rights, customarily place notices for employees.oreh h1ea-n8lf d 0aisn0-cd6r ti6mo9 i-np6ra82r in most telephone directories in the Uis .Sav. aGilaobvle lic er namt wewnt wo.re Feoecd.egoravl . t cl oonw trin ice tractany u dsoe,c autmteemntp.t to use, poses, obtain, acceptincluding testifying or making a statement inVETS U.S. Department Special Counsel the Guard and Reservewww.e frpeeec tTeTdY:Tnhuem Ub.eSr.fEoqru ainl dEivmidpuloaylsm weinthtOhepaproinrgt uimniptya iCrmomenmts)is. sEioEnO (CE EfOielCd) ,o 1f connection with a proceeding under USERRA, U.S. Department of Labor of Justice Office ofEmployer Support ofGovernment sectio innf.o Ardmdaittiioonn aislinavfoarilmabaleti oatn even if that person has no service connection.E oyer ptl o undeFederalIGIN o FMLA Family and Medical Leave Act of 1993about EOC, incluAdpinpg inafon pl onnd aebouH cyharg r e f ciliong, pala NA esrwoimth a disFce on one on the color, religion, sex or national origin,To ounterfeit, altered, orPublication DateOctober 2008 1-800-336-4590RACE, COLOR, REL D o ie in d are protecte L O im n ification, refersice ahl oarrd smheipn. taSle lcimtioitna t5io0n3s a olsfo a nreu farls erelyc emivaed aen dyo fcourmgeedn, tc.empet rtsoo unsEMPLOYEE RIGHTS applicants can view it. Covers required federal postings onlyfederal, state, county and city postings and is a legally compliant IGION, SEnecruetqive eOsrdafefthir r11a2t4iv6e,aasc tamne tnonde ed,nts u preo ehibitquas lis amended, protects qualified individua al, and other aspects of employment.To accept or receive, use or at UNDER THE FAMILY AND MEDICAL LEAVE ACTdisabili IDUALS WITH DISABILITIES yb o df ioscprpimorintauntioitnyoinn a ltlh aes pbeacsitss o of fr eamcep, lolsy mfroemnt .discrimination on the basis ofonthye dr otchuamn ethnetlpawosfsuelsys oisrs, uinedcl utodi nag p a deceased Sectio ty in03 hiring,epRromao btiiloitiaotn, discharge, pay, fringe benefits, job training, clas of Acorf 1973, ap tlooy tehee,bkanrorwinnguphndythtishatea brFwieliditsyee r daqils uccaorilmnif traa citntioodrnivs i intdauckluaeldawefisti nrhmo at a dtmiivsaeak bianicligtty iro wena hstoooneisam balnpe l oaapyc cpaonlicmda nmadto vodaran etciome in employment qualified individuals with disabilities aquires t al individual, for the purpose of complyingTHE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONlevels of employment, including the executive level. o R o E a T D l A n m o ispV i T E p Er T aER h v d ie d tv ER PROTECTED, AND ARMED FORCES SERVICEnt w d Reverification: LiegaibvleeEemnptiltolyeemes ewnhots work for a covered employer can take up to 12 weEl t lo tleo e ilsisc iks of unpaid, job- e atlhso i alternative to traditional posters in workplaces without walls. DISABLED, RECENTLY SEPARATED, OTH reiqthu itrheem eemntpsl.oyment eligibility verificationprotected leave in a 12-month period for the folTheVie AL tna LIA Veter ANSReadjustment Asistnacenc ienAemct poloericyztmeedde) ,n vate ndtedis rAaabnrlmse (dev dve etFetoerrracnaens ss w, srheerocv eiscenertl vym esedal veterans (veterans who, whileSpecial note for those working pursuant TTTooh e cb aobrndiert hf o wroi tfth ha e achiechimldld pol o(rle ypealeavcesesmmpoususenttebo,e fchiat alcdkhie, nold rwfpoiarthr owing reasons:ad in o1 p wyteihooanr ohoarfstf hoasetera lclidafysrine bg; rstehr iousor p lhaeceamlthe ncto)nd; and includes 12 months of automatic poster replacements MEreqeurxsir poivef eddi tidsiuty, paraichtiloansn tof erpomamig.n Sa .cb mtai ligta f 1974, as amended, 38 U.S.C. 4212,d eprauorhraiinbtgeitads vwjo etbae rd roaisnrc sir ni(m wai incthaamtiino pntah aigrenned For the employes own qualifying serious health condition that makes the employe unable to ition;quhiyern a act es af crhnma froagtreivweoticipate ploy and e da rhuya so y)a p,b oeerethantei oar nup trfhooort which an Armed Forces service medal was awarded). pd entION r cre ea acds aeim n a U perfoqrumal iftyhineg e emxipgleoynceieessrjoebla;ted to the foreign deployment of a military member who is the N T Re a teriw atiios f h eo n smae incdia t a pcetnordsreo hrn a tswh evhsiooel af Fitleeedsd ea ir tcsal on mlaowpnlsda.iisnctr oimf idnaistciroinm ionra taifofir,m paatriviec iapcattieosn i no balnig aOtFioCnCs uPn pdreorc etheed ianugt,h oor ritiesT to temporary emplouybjmeecnt tt ao rutehvoerrizifaictiaotn ionAneeFlmoigrp ib emry ouse,f hochild he A leis medicalya nve cwehis . le ar yta okirn ogt FheMrLwAis e oth proosehsib dit i againaostntiotenrlya u:Constitution Avenue,oof ycuoumer enlt tisgibi re rnd cespuornresibnt leaa kseer iuousp oye2ju6eswp sleoperyke lnow es F. ML,Aaolecr opavaveerer einndt . ase srivngicleem 12e-mmboenrtshsppeousriode,tcohi clda, rpe aforer ntth, eo rs enrevxicte omf ekminb mera yw AbhnoyevOpee sf rsicooeun l odwfhcFoeodn tbeaercal iteiesvdcmer im iceY,) .l isOteFdC CinP m mosayttaellseop bheo nceo ndtiracetcetdor ibeysunderfor main . You are s An employe indoes not ned to use leave in one block. WenoaLfiranec dicturaucveeedd, tpshcaehid ee dlemuleploye must comply withwhenever a requirement changes. l Contract Compliance Programs (OFCCP), U.S. Department of Labor, 20 aininlitg a ly staawtufsu. Yl sou atatus a pee-.mWa.i,lWat aOr shFmiCngC etnoPt-n,P D, uDeb.lCpica. r@2tdm0o2e1l.n0gt,o1ovf-,8oL0ar b0b-oy3r 9.ca7l-li6n2g5 1an ( OtolFl-CfrCeP )r oegr i(o2n0a2l) o 6r9 d3is-1tr3i3c7to(Tf istance work authorization. Emlearvpmelo. ityItfee adens, meemmaypp llcoohooyyeeee ssse mu, boasyrt i tuatantk eees mle apcaclvoeryu eienrd tme praamyidtr tleeeqanuitvlyer e of,o rusroFMU.S. Gove e s Programs or Activities Receiving Federal Financial As as v ie n ia se i jof 196f i4nofa,nacsi alWta pdpislcicraimbliena ltaew os ng othveer nbiansgis e omf npalotiyomnaeln tthe employers normal paid leave policies. e U e to l war q and other employment ters and conditions. Item #PriceRACE, COLOR, NATIONAL ORIGIN, SEX ein ctip ITS THE LAW! Benefits & ProtectionsIn ad I S N ition to the protections of Title VI I 0 DL e b e T ilFe Aof the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act duvceishrioa pl nrograms. a h m origin, citizenship or other unlawful criteria. us E Whileryae oili empr rr y o eyferroeit es mhnoFteuionlele leanvatve .epa, ym, obsetn eefmitsp, l ing any practice made unlawful by the FMLA, or being am DIV 4 ofhitch Seehiav ita Hiorn r todfrb Dibisictrsi me nmin avtreoio ognrfiatnmh epsrofoinrva iadnccintiigav l itsaeiserssvi sircteaecsne ciuven indisge p Fr reosnal programspraec tciocemsp alyn dw ditohnaol idmpenpotlnoic dtti eesi nt weM oLnvA aFMLA leave, emplooyyeeerssmmususttbcoe nretisntuoer ehde atlot mth hines usraamnece j ocbo voerr oagnoen en efaorr ly e as if the amsiepsntloadynemcde,e . pnEtrmo, ohpliro bwiytmhs ederinsetc e rdimmispcinrloiamtyimoinnae ntoiotn dn ti sihscecrimob iona ycc Taeu,i tscleeo sVl ooIr r i fo mrth anyeactpiaoruinmsaealrodyirs oicgrbi l tuTitle IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educatio DRUG-FREE WORKPLACE An employer may not interfere with an individuals FMLA rights or retaliate against some Also available in compact sticker format for retailor ain vi5ties w UA hrRec WI edt DI a l fcetrdowef itr1ha9ol7 fui3nt, a arnesasonable acommodation, can perform the esential functions of the job. inlivino gglivb inngytqpour ocusireeem eFdMeinnLgt Aus ndleaevre ,o or prpeolatsemd ptlooy tehremFusMtL Am.et thre criteria in order to be eligible ectciot inancial assistance. inapltiooynm ies nptr odihscibriitmedin ainti aolnaosnp etchtesboaf seism opfl odiysmabeilnitty a gina iannsyt nyaRewho works for a covered eIfer ycov r piding such assistance. SABILITIES ciaml aesnsdisetdan, cpero.f any institution whichy APPLICANT & EMPLOYEE for FHHMaaLvveeA waleto learvkaees. tdT1hfo,e2r 5 et0mh houep elomryeps eolo fym esuserr fvto:icre a tin le tahset1122mmoonntthhss; before taking leave;* and PB1-U1200R$89.99program or activity which receives Fperoesouiv nbessewlFieeivdtheeyrdaiosl aufi bhnilaaitvnieec isba lwe aehsnsoi s,d wtiasncitrchiem o, iynoaute sdh aogualidn simt imn ead piaroteglrya cmon otact the Federal agenc An employeEOC 9/02 and OFCCP 8/08 Versions Useable With 1/09 Suplement EOC-P/E-1 (Revised 1/09) NOTICE G e poWork at a location where the employer has at least 50 employe ll, y ivp w anlA e s within 75 miles of then kiosks and other small spaces.employes worksite.*Special hours of service requirements aply to airline flight crew employees.EPPA Employee Polygraph Protection Act Requesting Leave mcuse not noticteify o ft he employer as soon as pmoas tiibolentaond t,h eBinder size: 11" x 17" printedgeensnseiebrarlealyt ,o feo gmloel o 3tyh0ee-e dsea mymsusp noloty tegiircvees ,usa3n0u -aedl mapypsroclo aydeedveures.a the need for FMLA leave. If it is not EMPLOYEE RIGHTS Em clppuldlooeyy eeinre fsso ord moit i noncga ntanhda eevmtee rtpomlo inysheer rt hcaannotical diagfeienoessifsiso ,o rbruM t iLmus fiorm d for formation could EMPLOYEE POLYGRAPH PROTECTION ACT Drug-Freeinmirfe t ha et m tleheeadv eepm eqrpufoloarylmidaily activities, or that hospi gchie inn tfhi oinrsole ora rvh ceeo ri nsj otfoibnui r a g The Employee Polygraph Protection Actfunctions, that a family membe Fwb pt ur pontraeobcvleitdio teon e.nouSpuerfp d heibteitcst omr otsets tpsr iveaitthere e mfoprl opyreer-sem frpolmo yumsienngtmedical treatmc erhme qiFnuiMers that the certification is incoep nform the employer if the netalization in full-color. lieroWorkplace rem nt is LenA eac le ecsaesrvateri yfwi.c aaEtsmio ppnlreo oyverious epse mrlyio ustdaitkceirmecpleertteif,i ciat tmiousn ts uppropvoridtein agwthreit tneene dno fotric ele aindveic. aIft itnhgeEmapsolloonyy eeforr rs d wceahitner n or certified.PmROploHy an o E X ch s eB screening or during the course of employment.p o p ir o h mt s ho U r up asnb h ly isu o e d e s s W R H1 IS 462EN o E W T o E T /16 abo n S kcp T i w i n o 7 v h s* dispensation, s licyE whatp alodydeitrio Renal sipnfoonrmsibatiliiotni eis srequired. le E r 3 d ) oT e on or to fi I ov - / 8be designated as FMLA leave, and if so, how much7 h e p E d 7 Item #PriceEmd pisoy r IrsI TareIO gNenSeraly prohibited from requiring or requesting thf aint vreolsvueltmede nitnien cao wnoomr eimp tlloa acsnesy ti grsetsem.pr octoide hein setiom (ntp hooel ff yat,en ery.m Sbtaetzez loerm loecnatl,leatwc.)This compan distry strictlibution,y prohibits the illicit use or manufacture of controlled , possession,Once an employ,els motr hp eplo reyomveird pmelo usyae notrpmtriusocevt i odnoefraiti greason for ineligibility. epamercpgitlnoivgye,edeeis mocripp lojlionybei neagp f,olrri cr deainfstucs rtioimn git antoka teitn aakg lie ae ga da tieentssettcaotonrrfe otmers petlxo, eyanerci s foirnrog mbaprrgea ent which is more restrictiveifnd becomes aware that anfhy t est mhaendp leo myreselposyo neneesi eibdf ilh itfieoer so le ru ndashveeeiri sstfheoleirgaiFbM lerLe afAosor.nIFfMthLeA e mlepavloe yaende is,that may qualify u etl iegeirlbi glethibe,lem,F usMthtLe A aeE theE rilg,P hSTttsaIt Oue naNdnSedrtlohcea lA gcotv. ernments are not afected by the law.wrhi teha nl ryawe scpo dleoleccet stt ivon eolti e G tdeHsetTtes are pcitnog r ateermit su hb alsl traenscueltsiinnathdev ewrsoer kepmlapcloe.y mAenyn tv iaocltaiotinon u opftoth iasn pdonoFederrMa ly to tests given by the Federal Government tostX rihceAt reMst IpanNodlEyagErrd aspR chIoncerning the conduct and length of the test. ed, they are subject to numerousEmnavpfoelo rwcyeeilrl msb eme usndetts inognatifteyd i tas se FmMpLloAy eleesa vief .leave wilAlso, the law does not ap i T e a nm p e m prilvyagtreaf l esw o dis d totco acrrs, a alandrm d,i sapnedn guearsr.d),Examin nne N ost ihce bavee af onre tumebsetrin og, tf shpe reciigfict trio r ghtes,f uisne oclur ddingis ctohnet riniuge a tht toe sat ,includiny be required bef bm tidveit iobnaragl iainfning agrtei y eUrS. Department of Labor, Wage and Hour Division, or mayPB1-U1200FONLYAPP$28.99certain private individuals engaged in national securiteyr-rtealian tepdr oacsptievcititievse.writFeORCEMENT ion use ma g termination.* Screening tests fore hiring and duror illegal dring your ugor local law or Fcoor allecd orma le a complaint: Perfect for: mall kiosks, construction trailers, The Act permits polygraph (a kind of lie detector) tests to be administered and the right not to have test results disclosed to unauthorized persons. Thinepg lF oaMy eLperAsivamdtoaey e lasf noiwles uita t a cfaofgemcaptin lasanti nyat nf we editmehr patohll oer msteantettlhaawtpprroohivibdeitisn ggr edaistcerimr fainmatiliyo on ro mr seudpicearl sleedave ea nriyg hsttas.te n tdph leoof py perheivsaa rmtoefassceeeccuuttoriirc,tya s lu smebjarevnciuct feta fco irturmeressr tr(sia,cr dtmiiosotnrrsie b, vihoela tSieocnrse taanrdyaosfs Lescivr ilm paey nbarltinegscaogauirnts atc vtiolats otors .r eEmstrpaliony e employment.**cehret aAinc te mlspol oa yeres itosf po mp ting,asrueb jeect oto arestrictsipons c, teodf TIM ON or job applicants may also bring their own court actions. * The Drug-Fr (1-86-4 w 1-866-4-USWAG . -889-5627 Wage and Hour Division WH1420 REV 04/16The law requires e yers t lay ts pter where employees and job applicants can readily see it. (a)(1)(A)) requiree Wes coorkplace vered emploAct of 1988 (codified in 41 USCS 701 yers to publish this information. 87 w -9 w 24 l.g : 1 wWNAIGTE AED SNTD HATEOS DUR DEPIVA REV 07 F LABOR Y:w1 1w8.867d6-l-4.8g88o97v95/w26h24d73Additional state laws may apply.size. Se U.S. Department of Labor TY Wage and Hour Division E0Revision Date: 07/16 Size: 16" x 20" mobile work units, valet stations and more.T OIMPORTANT NOTE: The FMLA only aplies to employers with 50 or more employes or public employers, regardles of employeyour human resources manager to determine if the FMLA aplies to your employer.30 LABOR LAW COMPLIANCE PROTECTION HRDIRECT.COM800.999.9111 31'