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WordPress Blog: Our blog will have entries on information about labor law updates for state, federal, and certain city ordinances.

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New York Electronic Monitoring

Who does this law apply to?

Employers who engage in employee e-mail monitoring in the state of New York need to provide notice to their employees about such monitoring.

What is the law?

The new electronic monitoring law requires prior written notice upon hiring and once annually to all employees, informing them of the types of electronic monitoring which may occur, and also provides employers shall also post the notice of electronic monitoring.

When does it go into effect?

The law is effective May 7, 2022.

Where do I have to post it?

You must post the electronic monitoring notice in a conspicuous place, readily available for viewing by all employees.

Why do I need this notice?

Employer transparency is important so that employees are aware of monitoring and collection of data in the workplace, and is required in order to avoid civil penalties by following the law. Employers found in violation shall be subject to a maximum penalty of $1,000 for each offense.

How do I get the notice?

Employers can prepare the acknowledgement notice in their company documents for new employees, and post the notice. The notice can be worded at the company’s own discretion, as long as it states language similar to “This employer may engage in the following types of electronic monitoring of employees’ activities or communications with regards to: telephone, camera, computer, radio, wire, electronic, e-mail,” and etc. There is not yet an official notice distributed by New York state. (As of May 10, 2022 – this may change later on.)

2022 Updates: January to April

The first quarter of the calendar year in 2022 has already passed! Below is a table for states that have made updates and changes to their state notices. If your business is located in these states, please check that your poster is in compliance! Questions about your poster being up-to-date? Contact us via phone, email, website, or message us on social media!

Federal ContractorJanuary 2022
ArkansasFebruary 2022
ArizonaJanuary 2022
CaliforniaJanuary 2022
ColoradoJanuary 2022
District of ColumbiaJanuary 2022
DelawareFebruary 2022
IllinoisJanuary 2022
IowaMarch 2022
LouisianaJanuary 2022
MarylandApril 2022
MassachusettsJanuary 2022
MaineJanuary 2022
MichiganJanuary 2022
Nevada*March 2022
New JerseyFebruary 2022
OregonFebruary 2022
OhioJanuary 2022
Rhode IslandJanuary 2022
South DakotaJanuary 2022
VirginiaJanuary 2022
VermontJanuary 2022

*Note: Nevada has a pending increase to the state minimum wage effective in July!

You can view the full list of states on our website page for poster updates.

You can purchase updated posters either standalone posters, or a subscription plan on our website.

Earthquake Preparedness

If you live in a state that experiences frequent earthquakes, it is important to protect workers from injury in the case of an earthquake.


  • Drop
  • Cover
  • Hold On

Employers can prepare their workplaces before an earthquake occurs through training, earthquake drills, and information. Everyone in the workplace should know what to do if an earthquake happens, and helps reduce fear and anxiety in the event it occurs. Employers should identify potential hazards to workers.

We sell an informational safety poster you can post in the workplace to provide your employees information on earthquake preparedness on our website,

Labor Law Poster Sizing Requirements

Labor Law notices have certain sizing requirements to stay in compliance with mandated government laws.

Font sizing requirements

Labor law notices are required to have a font point of at least 10 point font in order to be legible for employees to read the notices with ease.

Notice sizing requirements

Certain notices have a minimum size requirement for being posted, which varies from state to state based on the individual notice. Most notably, the Federal OSHA notice is required to be at least 8.5in wide and 14in tall.

  • All In One Poster Company’s standard poster size for State & Federal Combination posters is 27inches wide by 39 inches tall.
  • The Nevada poster is even longer than our standard poster: 27inches wide by 42 inches tall (additional 3 inches). This is because Nevada has so many required labor law postings. In October 2021, the state released 2 additional notices to be posted (Assembly Law 307 and Assembly Law 190), which we have since included on our Nevada posters.
  • For Federal Contractors, the poster for only federal notices is 27inches wide by 45inches tall in size. The reason this poster is so big is because not only does the OSHA posting have the size requirement (8.5 x 14), but the National Labor Relations Act has a size requirement of 11×17. It also has more required notices since it is for government contractors, so it includes special notices such as Federal Contractor minimum wage and paid sick leave.

Stay aware of varying poster sizes when buying labor law posters from different companies. There are many companies out there who will try to compromise compliance and accuracy of required notices by shirking the size requirements or even omitting required notices. On the other end of the spectrum, there are also companies that try to up-sell posters in excess in order to make more money, even if the posters contain notices that are not required for your business. It is always important to do research on who and what you are purchasing from, to avoid getting scammed, being over-charged, or otherwise.

All In One Poster Guarantee

If you purchase a labor law poster from All In One Poster Company, we guarantee that you will receive a poster that is always up to date with the latest revisions.

Purchasing posters randomly, from generalized websites without doing research into the companies selling those posters, can be a huge risk to you as a consumer and a business. Labor law posters are a requirement for a business to be in compliance, and some mandatory government notices are updated frequently. For example, the state minimum wage can change annually and has to be updated.

To verify that you are receiving the most updated poster, our website has 2 webpages for all the recent poster updates, sorted by state.

You can access the one for 2022 poster updates via this URL:

It lists the state, which notice was updated, the effective date, and if applicable, the previous rate vs. the new rate (for minimum wage). If your state had no changes to their labor law poster effective in 2022, it will not be listed on that page.

We have an additional page for general poster updates. This one is different from the 2022 updates since it lists older updates, not just the 2022 recent ones. This page will have every state listed, along with the federal updates.

You can access the page for all poster updates via this URL:

 For some states, you can see that there has been no update for a few years. For example, the last update New Hampshire had was in 2019.

If you know of a specific state-released official notice update, you can compare it with the notice on our poster. Often, state-released updates will have a date at the bottom of the notice. All In One Poster Company also puts the date that the poster was printed at the bottom left corner of each poster.

All In One Poster Company also does not sell any outdated posters. When there is a mandatory state update, we dispose of all previously printed posters in our warehouse and only sell the posters with the latest updates.

We are aware that some companies may still sell outdated posters. All In One Poster Company is not one of them – we take the responsibility of removing all the old posters from our shelves. Due to the nature of the labor law business, it is a loss that we shoulder in order to provide our customers with the most accurate posters in the event a business gets audited.

We provide these tools and encourage all customers to do additional research on their local and state ordinances in order to stay in compliance.

Pre-order 2022 Posters & Stay Alert

Now that it is December, we would like to remind our readers that our labor law posters for 2022 are available for pre-order.

We would also like to warn everyone to be very careful at this time of year, where there are a multitude of labor law poster companies who may pose as if they are affiliated with All In One Poster Company to try to solicit sales.

  • All In One Poster Company is not affiliated with any other labor law poster company. We are an independent company.
  • We have been in business for 20 years, established in 2002.
  • HR360 has voted our labor law posters as one of the best and most accurate labor law posters in comparison against the competition.
  • Our office, located in Anaheim California, is our on-site location where we process orders, print posters, and ship all orders. This office is located in a business complex. We are also licensed and incorporated.

Be vigilant against companies that also offer labor law posters. While a flashy website might lead potential customers into believing the business is well-established, further research on the company’s origins such as established date, company headquarter location, and the accuracy of their posters may come into question. With All In One Poster Company, our labor law posters are guaranteed to be the most up-to-date and accurate versions of the state-released government notices.

Scam Awareness “Employment Compliance Assistance”

Recently we received a notice that looks like this:

This letter is sent by a company called Employment Compliance Assistance that is NOT endorsed by the government.
It is easy to mistake these notices as official government agency letters. If you google “Employment Compliance Assistance,” you might get a result that directs you to the official Department of Labor website:
However, the business Employment Compliance Assistance is NOT government affiliated.

These scam companies target newly formed businesses as a scare tactic.

Here are some details from their mailer to note: 

  • “Non-governmental Compliance Agency” is labeled on the return envelope enclosed.
  • In fine print, on the front of the notice: “Employment Compliance Assistance is a non-government publisher of copyrighted compliance poster compilations that are intended to help employers meet their legal obligations […].”
  • In fine print, on the back of the notice (in gray text): “ALL SALES ARE FINAL – NO REFUNDS.”
  • Disclaimers: Employment Compliance Assistance is a private, non-governmental business providing labor posters and poster monitoring services to corporations’ large and small as well as to private individuals. Employment Compliance Assistance and its monitoring service is neither a legal requirement, nor a mandatory service. THIS PRODUCT OR SERVICE HAS NOT BEEN APPROVED OR ENDORSED BY ANY GOVERNMENTAL AGENCY, AND THIS OFFER IS NOT BEING MADE BY AN AGENCY OF THE GOVERNMENT. […] THIS IS NOT A BILL, THIS IS A SOLICITATION. YOU ARE UNDER NO OBLIGATION TO PAY THE AMOUNT STATED ABOVE UNLESS YOU ACCEPT THIS OFFER.
  • WARRANTIES / LIMITATIONS OF LIABILITY: […] “While reasonable steps are taken to assure that the information provided by Employment Compliance Assistance is accurate and complete, you agree that Employment Compliance Assistance shall have NO LIABILITY, beyond the fees paid by you for the service, for any damages suffered by you.”

To summarize, the legal terms basically state that it is NOT an official government agency, all sales are final (no refunds), and that the letter is confirmed to be a solicitation (so they are attempting to get sales for their business). They also hold no legal responsibility if you are fined by government entities for not having all the required postings for your business. BE CAREFUL!

Frequently Asked Questions:

  • What should I do with these letters or mailers?
  • Feel free to recycle or shred these, since these mailers are not government official letters, and the company is not government-affiliated.
  • Know that All In One Poster Company does NOT send out mailers like these.
  • Our sales are done via website, phone, or e-mail. We do not cold-call or solicit sales from customers or potential clients.

As a last note, $372.00 is a hefty price to pay for compliance posters. We offer our own All In One labor law poster as a combination Federal and State poster starting at $21.95 for a standalone or we also offer the equivalent 2 year subscription plan for $84.95 (you receive a brand new poster if there are mandatory changes and coverage lasts for 2 years from plan purchase).

You can also read our previous posts on this topic here:

January 2022 City Ordinance Updates

Effective January 1, 2022, there are various city ordinances that will take effect with new rates for their city’s minimum wage. These apply to businesses with employees located in that city, and are higher rates than the federal and state’s minimum wages. For brevity’s sake, we will only be listing the rate for non-tipped employees.

Local Minimum Wage Hourly Rates

City & StateNew 2022 Hourly RateOld 2021 Hourly Rate
Albuquerque, NMTBD$10.50
Belmont, CATBD$15.90
Broward County, FLTBD$13.61 with health benefits
$17.05 no health benefits
Cupertino, CA$16.40$15.65
Daly City, CA$15.53$15.00
Denver, COTBD$14.77
El Cerrito, CA$16.37$15.61
Flagstaff, AZ$15.50$15.00
Hayward, CA$14.52 (1-25 employees)
$15.56 (26+ employees)
$14.00 (1-25 employees)
$15.00 (26+ employees)
Las Cruces, NM$11.50$10.50
Los Altos, CA$16.40$15.65
Menlo Park, CATBD$15.25
Mountain View, CA$17.10$16.30
Novato, CA$15.00 (1-25 employees)
$15.53 (26-99 employees)
$15.77 (100+ employees)
$14.00 (1-25 employees)
$15.00 (26-99 employees)
$15.24 (100+ employees)
Oakland, CA$15.06$14.36
Palo Alto, CA$16.45$15.65
Petaluma, CA$15.85$15.20
Portland, ME$13.00$12.15
Redwood City, CA$16.20$15.62
Richmond, CA$15.54$15.21
San Carlos, CA$15.77$15.24
San Diego, CA$15.00$14.00
San Mateo, CA$16.20$15.62
Santa Clara, CA$16.40$15.65
Santa Rosa, CA$15.85$15.20
Seattle, WA$15.75 (with health benefits)
$17.27 (no health benefits)
$15.00 (with health benefits)
$16.69 (no health benefits)
Sonoma, CA$15.00 (1-25 employees)
$16.00 (26+ employees)
$14.00 (1-25 employees)
$15.00 (26+ employees)
South San Francisco, CA$15.55$15.25
Sunnyvale, CA$17.10$16.30
Tipped employees may have a separate rate not listed above.

This list is not meant to be comprehensive or exhaustive and is only a guide. Please check your own local ordinances in case your city is not listed here.

You can purchase the city posters we offer via this link:

Last updated: November 12, 2021

Pre-order your 2022 posters

Our 2022 posters will now be available for PRE-ORDER starting on November 1. You can place orders on our website,

However, the 2022 posters will not be shipping until January. We are required to wait until the state governments officially release and publish changes to labor law notices for January 1, 2022.

If you urgently need posters and cannot wait until January, please let us know when you place your order. You can contact us via phone (714) 521-7720 or via email with your order number.

Kentucky Update October 2021

The Kentucky OSHA law reporting procedure has been updated. Previously, the February 2020 version stated as such:

Employers must report to the Division of Occupational Safety and Health Compliance any incident that results in a fatality or the hospitalization of 3 or more employees within 8 hours from when the incident is reported to the employer, the employer’s agent, or another employee. Incidents resulting in the loss of an eye, an amputation, or the in-patient hospitalization of 1 or 2 employees must be reported to the Division of Occupational Safety and Health Compliance within 72 hours from when the incident is reported to the employer, the employer’s agent, or another employee.

Currently, the most recent update as of September 2021 now states:

Employers must report to the Division of Occupational Safety and Health Compliance the work-related death of an employee, including death resulting from a heart attack, within 8 hours from when the incident is reported to the employer, the employer’s agent, or another employee. Work-related incidents resulting in the loss of an eye, an amputation, or the in-patient hospitalization of an employee, including hospitalization resulting from a heart attack, must be reported to the Division of Occupational Safety and Health Compliance within 72 hours from when the incident is reported to the employer, the employer’s agent, or another employee.

This is a mandatory update to the Kentucky labor laws and employers must have up-to-date postings to stay in compliance or else risk getting fined during audits. Moving forward, all our Kentucky posters will be printed with this update.

If you need to order the Kentucky poster with the latest updates and revisions, you can find them on our website