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  • Removed fine amounts that became outdated when increased fines and civil penalties went into effect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…

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State Minimum Wages Set to Increase for 2017

New State Minimum Wages

The minimum wage will rise in a number of states next year. Unless otherwise noted, the following minimum wage rates (per hour) are scheduled to become effective on January 1, 2017:

  • Alaska: $9.80
  • Arizona: $10.00
  • Arkansas: $8.50
  • California: $10.50 for employers with 26 or more employees (for smaller employers, the rate remains $10.00)
  • Colorado: $9.30
  • Connecticut: $10.10
  • District of Columbia: $12.50, beginning July 1, 2017 ($3.33 for tipped employees)
  • Florida: $8.10 ($5.08 for tipped employees)
  • Hawaii: $9.25
  • Maine: $9.00
  • Maryland: $9.25, beginning July 1, 2017
  • Massachusetts: $11.00 ($3.75 for tipped employees)
  • Michigan: $8.90 ($3.38 for tipped employees)
  • Missouri: $7.70 ($3.85 for tipped employees)
  • Montana: $8.15
  • New Jersey: $8.44
  • New York: $9.70, beginning December 31, 2016 ($11.00 for employers in NYC with 11 or more employees; $10.50 for employers in NYC with 10 or fewer employees; $10.00 for Long Island & Westchester; $10.75 for fast food employees outside of NYC; $12.00 for fast food employees within NYC)
  • Ohio: $8.15 ($7.25 for employees at certain smaller companies, and for 14- and 15-year-olds; the wage rises to $4.08 for tipped employees)
  • Oregon: $10.25, beginning July 1, 2017 ($11.25 for employees working within the urban growth boundary of a metropolitan service district; $10.00 in nonurban counties)
  • Rhode Island: $3.89 for tipped employees (for non-tipped employees, the $9.60 minimum wage rate remains unchanged)
  • South Dakota: $8.65 ($4.325 for tipped employees)
  • Vermont: $10.00
  • Washington: $11.00

Be sure to comply with any city or other local wage requirements (which may be higher than the state or federal minimum wage) that may apply to your business.

ORIGINALLY POSTED BY HR360.COM

Reminder: New Federal Overtime Rule Effective December 1

Minimum Wage and Overtime Pay Exemption Salary Thresholds Raised for Many Employees

Effective December 1, a new rule updates the regulations governing which executive, administrative, professional, and highly compensated employees are entitled to the minimum wage and overtime pay protections of the federal Fair Labor Standards Act (FLSA).

Current Rules
The current federal rules provide an exemption from both the minimum wage and overtime pay requirements of the FLSA for bona fide executive, administrative, and professional employees who meet certain tests regarding their job duties and who are paid on a salary basis at not less than $455 per week ($23,660 per year). “Highly compensated employees” (HCEs) who are paid total annual compensation of $100,000 or more and meet certain other conditions are also deemed exempt.

New Rule
The new rule updates the salary and compensation levels needed for executive, administrative, professional, and highly compensated employees to be exempt. In particular, the final rule:

  • Raises the salary threshold from $455 a week to $913 per week (or $47,476 annually) for a full-year worker;
  • Increases the HCE total annual compensation level to $134,004 annually;
  • Amends the regulations to allow employers to use nondiscretionary bonuses, incentives, and commissions to satisfy up to 10% of the new standard salary level, so long as employers pay those amounts on a quarterly or more frequent basis; and
  • Establishes a mechanism for automatically updating the salary and compensation levels every 3 years, beginning on January 1, 2020.

Note: When both the FLSA and a state law apply, the employee is entitled to the most favorable provisions of each law.

ORIGINALLY POSTED BY HR360.COM