Maryland Healthy Working Families Act Information – Earned Sick and Safe Leave

The Maryland Healthy Working Families Act has gone into effect on February 11, 2018.

However, official and final policies and posters have not yet been completed at this time. The Maryland Department of Labor has created a draft sample employee notice that you may download, print and post in the meantime. You may access this bilingual notice by clicking HERE. This draft sample notice WILL NOT be included in our combination posters at this time as this is only a draft sample.

You may read more about this here: http://dllr.state.md.us/paidleave/

heathly-working-families

Advertisements

Workplace Harassment Guideline Issued By EEOC

Originally posted by HR360.com

EEOC Offers Recommendations for Employers

The U.S. Equal Employment Opportunity Commission recently issued Promising Practices for Preventing Harassment, a guidance document that features harassment prevention recommendations for employers in four broad categories:

  • Leadership and accountability;
  • Harassment policies;
  • Harassment complaint systems; and
  • Harassment training.

Under each of the four categories, the guidance lists numerous actions employers can take, such as:

  • Allocating sufficient resources for effective harassment prevention strategies;
  • Crafting an unequivocal statement that harassment based on, at a minimum, any legally protected characteristic is prohibited; and
  • Conducting regular, interactive, and comprehensive harassment prevention training for all employees.

The document states that while the practices it discusses are not legal requirements under federal employment discrimination laws, they may enhance compliance efforts.

To read the guidance document, click here.

All employers are required to take reasonable steps towards preventing harassment from occurring in the workplace. Our SEXUAL HARASSMENT POSTER is a supplementary tool to be used together with an implemented Sexual Harassment Policy which may include required routine training for covered employers.

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964

Next Article: What is Workplace Discrimination?

What is Workplace Discrimination?

Diversity Business People Coorporate Team Community ConceptAmong the most important laws that impact your workplace are nondiscrimination laws. The federal nondiscrimination laws prohibit discrimination throughout the course of the employee life cycle, including hiring and firing, promotions, pay, benefits and other terms and conditions of employment.

They include:

  • Title VII of the Civil Rights Act of 1964, which prohibits discrimination in employment on the basis of:
    • Race and color;
    • Sex (including pregnancy, sexual orientation and gender identity);
    • Religion; and
    • National origin
  • The Equal Pay Act, which requires that men and women in the same workplace be given equal pay for equal work.
  • The Americans with Disabilities Act (ADA), which prohibits discrimination against qualified individuals with disabilities. The ADA also requires covered employers (those with 15 or more employees) to provide a reasonable accommodation to these qualified individuals, unless the accommodation would impose an undue hardship on the employer’s operations.
  • The Age Discrimination in Employment Act (ADEA), which prohibits discrimination against individuals age 40 and older on the basis of their age. This law also has requirements related to the treatment of pension benefits for older workers. See the Older Workers Benefit Protection Act (OWBPA), which is part of the ADEA.
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA), which prohibits discrimination against a person on the basis of past military service, current military obligations, or intent to serve. Many states also provide job-protected military leave.
  • The Genetic Information Nondiscrimination Act (GINA), which prohibits discrimination in employment based on genetic information.

[Note: Many states have similar laws prohibiting discrimination based on these classifications as well as disability and age, and against other protected classes.] 

Originally posted by HR360.com

California Transgender Rights Included In Our 2018 All In One Labor Law Posters

California Law Effective January 1, 2018

A new law in California adds posting and sexual harassment training requirements for certain employers. A summary of the law is listed below.

New Posting Requirement
Under the new law, every employer must post a notice (developed by the state) regarding transgender rights in a prominent and accessible location in the workplace.

General topics covered by this poster include:

  • Definitions of certain terms such as transgender, gender identity, gender expression and gender transition.
  • The importance of allowing an employee to dress in accordance with the employee’s gender identity and expression.
  • A discussion on the right of employees to use restrooms, locker rooms and other similar facilities corresponding to their gender identity.

“We expect this posting requirement to increase understanding of the law and assist California employers in providing safe and inclusive work environments,”
– Kevin Kish, Director of DFEH.

New Sexual Harassment Training Requirements
Under current law, employers with 50 or more employees must provide at least 2 hours of classroom or other effective interactive training and education regarding sexual harassment to all supervisory employees in California within 6 months of their assumption of a supervisory position. A covered employer must provide sexual harassment training and education to each supervisory employee in California once every 2 yearsClick here (§ 12950.1) for more details.

Under the new law, covered employers must also provide training inclusive of harassment based on gender identity, gender expression, and sexual orientation as a component of the training and education specified above. The training and education must include practical examples inclusive of harassment based on gender identity, gender expression, and sexual orientation, and must be presented by trainers or educators with knowledge and expertise in those areas.

Additional provisions are contained in the text of the new law. The law is effective January 1, 2018.

These notices can be obtained free of charge from the California Department of Industrial Relations.

  • For the convenience of our customers, we will be including the new Transgender Rights In The Workplace notice in our 2018 California & Federal Combination Posters.
  • Also, to aid in sexual harassment training, we are also offering the newly updated California Sexual Harassment Notice as a laminated poster available in 3 different sizes. Displaying a poster signifies compliance and is evidence for the training provided.
  • The newly updated California Industrial Welfare Commission (IWC) Wage Order Posters are also available as a 24″ x 39″ laminated poster. This poster that contains updates for January 2017 and January 2018 is what regulates the working conditions as well the hours and wages of a particular industry or occupation group. It is required by California Labor Code 1183 (d) and enforced by the Division of Labor Standards Enforcement (DLSE).

How do you know if your labor law posters are up to date? When you are one of our customers, you dont’ have to worry!

Our customers are always calling or emailing us because they are bombarded with solicitations for labor law posters.  Some get the one in the mail that talks about fines, see here  others get emails that look like this, copied directly from the email:

“The DOL has just made updates to the Fair Labor Standards Act (FLSA), also known as the Minimum Wage notice, and the Employee Polygraph Protection Act (EPPA).
By law, employers are required to post these new versions.
The changes made to the mandatory posters that you should be aware of are:

  • Removed fine amounts that became outdated when increased fines and civil penalties went into effect
  • The revised FLSA aka Minimum Wage poster has added information about independent contractors and nursing mothers
  • The FLSA poster now prominently displays the posting requirement. The phrase “The law requires employers to display this poster where employees can readily see it” has been moved to the top of the poster. Guarantee that you are compliant by law by displaying both revised posters along with their state required notices, many of which have recently been updated for 2017. Get both your federal and state labor law posters here”

This is a solicitation, when the person clicks on the links, it takes you to a website to order new posters.

The interesting thing about this email that’s going around is that its from July 2017, and the changes they are talking about took place in Aug 2016!!! They are about a year too late.

Our customers know when they buy from us, they are notified of any changes immediately upon their release, not a year later.

 

Remote employees and workers who don’t come to the office.

Did you know? Employers are still legally required to provide all employees, regardless if they report to the main work site or not, information about their rights. We have a solution for you!

We offer electronic posters, and mobile packs.

Our Electronic Posters (E-Posters) are individual representations of all the
State and Federal required notices. It is designed to either be available on a
shared network so employees have access to the notices collectively, or to be
printed out as is for immediate need. It is NOT the PDF file of our actual All
In One Combination Poster. To ensure proper compliance with size requirements,
and to prevent legal action from improper size manipulation, these PDF files are
LOCKED from further editing and formatting. We do offer customization of the electronic posters, as well. 

Our Mobile Poster Pack was especially designed to cater to business units with LIMITED to NO WALL SPACE such as mall kiosks, or as a reference for mobile business units, such as a contractor who works out of his truck. It was intended to be a portable version of our labor law posters, which is ideal for remote employees and mobile units. Because of regulations stating that some federal notices can not be covered and altered, our mobile poster packs DO NOT take the place of physical labor law posters that have to be posted on the wall, in plain sight, accessible to ALL employees at any time. Our mobile poster packs are printed in high-quality 8.5 x 11 format, on glossy lightweight paper, bound and coiled for durability.

Why buy from us? There are many labor law poster companies out there.

Here’s what makes All in One Posters different:

  1. Voted the most accurate labor law poster company in the country after careful review of leading HR companies, including HR360.com.
  2. Our owner’s background as a Cal-OSHA consultant for over 25 years, helping businesses and employers reduce penalty assessments from the labor department and OSHA with a 96% success rate, is the primary basis of our expertise. Our owner’s background is also a certified auditor and has over 15 years of compliance experience.
  3. We have one of the lowest published retail prices of all legitimate labor law poster companies.
  4. We offer a client-first customer service, with emphasis on honesty and integrity, earning us an A+rating with the Better Business Bureau, and a 5-star Yelp rating from our local walk-in customers.
  5. We are a small business located in a single facility in Chandler, AZ where EVERY aspect of work is done (research, manufacturing, sales). This leads to very high quality control. By printing on demand rather than keeping stock, we can also ensure that posters will always be the most updated versions at the time of shipping.
  6. With a culture of giving, we provide automatic discounts to non-profit organizations and educational institutions.
  7. We publish our actual, physical address on our website and are open to the public – a sign of our credibility. Customers routinely walk in, and we invite you to visit our facility if ever you’re in the area.

 

Barbering and Cosmetology Businesses in California

New laws starting 7/1/2017 require establishments that are licensed by the Board of Barbering and Cosmetology (BBC) such as  hair salons, nail salons, aestheticians, etc. to post a notice regarding workplace rights and wage-and-hour laws (AB 2437).

It must be posted in four languages: English, Spanish, Korean and Vietnamese. You can get it  HERE 

The latest changes to your labor law posters

As of today 7/18/2017 here are the most recent changes that have occurred:

  1. Missouri Workers Compensation Notice
  2. Wisconsin Unemployment Insurance
  3. California IWC Wage Orders in English and Spanish
  4. Nevada Pregnant Workers Fairness Act
  5. Oregon Minimum Wage
  6. Utah Workers Compensation Notice
  7. New Hampshire Legislative Protection Notice
  8. Virginia OSHA Notice
  9. USERRA updated logos and colors
  10. E-verify updated
  11. Colorado anti-discrimination Notice
  12. Delaware Industrial Affairs
  13. District of Columbia Minimum Wage

Don’t worry you can always purchase our subscription plans and we send you a free poster for the entire length of coverage! http://www.allinoneposters.com/Combination-State-Federal-Poster-Plans/

Beware of Scam Targeting Small Businesses through Mailers and “Inspectors”

All In One Poster Company

Inspector and Mailer Heading PhotoAll in One Poster Company, Inc would like to warn its customers as well as other small business owners to avoid mass mailer scams informing them that their labor law posters are outdated while pressuring them to purchase an overpriced product for their employee and business.

These mailers are false, misleading, deceptive and even threatening. As a part of this scam, business owners are demanded to pay varying amounts that range from $65 to $285 or face fines up to $17,000.

One mailer is marked with the company name “Corporate Compliance Services” and labeled “Labor Law Compliance Request Form.” Several businesses who receive these notices are just starting up and have yet to have any employees, and therefore are not required to post such information. Even when posting is required, the individual notices are provided at no charge by the U.S. Department of Labor as well as various agencies within…

View original post 268 more words