IKEA Will Have Another Minimum Wage Hike

In this photo provided by IKEA, employee Adrian Gonzalez, center, of Burbank, Calif., helps pump up the crowd waiting to enter the new IKEA store during grand-opening ceremonies in Orlando, FL (AP Photo/Phelan M. Ebenhack, IKEA)

In this photo provided by IKEA, employee Adrian Gonzalez, center, of Burbank, Calif., helps pump up the crowd waiting to enter the new IKEA store during grand-opening ceremonies in Orlando, FL (AP Photo/Phelan M. Ebenhack, IKEA)

A year ago, Ikea announced it was raising the average minimum wage in its stores to $10.59, based on local cost of living. Apparently it’s working out for them, because Ikea is announcing another raise, Dave Jamieson reports, to an average minimum wage of $11.87 and a minimum wage of $10.

That is a 15 percent hike over the company’s existing pay scale, and some workers will make more than $14 an hour.

The move follows a plan IKEA launched in January that bases employee pay on local cost of living. The policy ties wages to the MIT living wage calculator, and gave 15,000 U.S. employees an immediate raise.

Ikea isn’t just being nice here. IKEA says turnover rates have gone down and the quality of applicants has gone up since the plan went into effect. The higher wages are an investment that’s paying off:

Although it’s only been six months since the raises went into effect, Olson said Ikea is on pace to reduce turnover by 5 percent or better this fiscal year. Holding onto employees longer means the company is spending less on recruiting and training new replacements.

Ikea is also attracting more qualified job seekers to work at its stores, according to Olson. Pay for retail sales workers in the U.S. is generally very low, with an average industry wage of just $12.38 per hour, according to the Bureau of Labor Statistics. But Ikea’s average store wage is heading north of $15. After its living wage announcement last year, the company opened two new locations — one in Merriam, Kansas, and another in Miami — and the higher wages (and attendant publicity) likely helped the company lure more candidates.


But yet, despite all the evidence from states and cities and businesses that have raised wages and done well, Republicans insist that it would be a disaster if Congress raised the minimum wage from $7.25 an hour.

Source: DailyKos and CNN

Labor Enforcement Task Force Releases New Educational Materials for Workers and Employers

Oakland—The Labor Enforcement Task Force (LETF), a coalition of government agencies under the direction of the Department of Industrial Relations that combats the underground economy, has produced new educational materials to inform workers of their rights and help employers understand their responsibilities.

The booklet “All Workers Have Rights in California” is now online in English, Spanish, Chinese, Korean and Vietnamese. It covers such topics as minimum wage and overtime, rest and meal breaks, safety and health on the job, and benefits for those injured or unemployed.

For employers, “An Overview for Employers” provides information about what a LETF inspection entails. There are also brochures specifically for construction and restaurants to help those businesses understand and follow labor, licensing and payroll tax laws.

“Work-related laws are on the books to foster a fair and equitable California economy— one where businesses compete on a level playing field and employee rights are protected. These new educational tools will help us reach more employers and workers on workplace rights and responsibilities,” said Christine Baker, Director of the Department of Industrial Relations (DIR). DIR divisions Cal/OSHA and the Labor Commissioner’s Office are lead actors in the LETF coalition, which includes multiple partners from State and local government agencies

LETF was created in 2012 to ensure safe working conditions and proper payment of wages for workers, create an environment where legitimate businesses can thrive, and support the collection of all California taxes, fees, and penalties due from employers. During its first three years, LETF found consistently high rates of non-compliance, with over 80 percent of inspections resulting in penalties. In the first quarter of 2015, 45 percent of businesses inspected were found to be out of compliance with all inspecting partners. These results reflect the program’s strategy to target enforcement on businesses that are identified for inspection using refined data matching techniques. This approach ensures resources are used to deter noncompliance and level the playing field for all businesses.

“Education and enforcement are essential in fighting the underground economy,” said Dominic Forrest, Chief of the Labor Enforcement Task Force. “Having materials available in multiple languages will help further understanding of California laws.”

An example of LEFT enforcement occurred in March, when the task force inspected Abel & Bros. Custom Iron Works in San Marcos. The Labor Commissioner cited the company $226,840 for not providing seven employees with workers’ compensation insurance coverage, as well as cash pay violations including failure to provide pay stubs and keep accurate time records. Cal/OSHA issued $24,800 in penalties for safety hazards, including two serious violations for the lack of guards on a foot-operated air hammer and missing hood guards on two circular metal-cutting saws.

Multi-agency joint enforcement produces significant results, as detailed in a 2015 report to the legislature. LETF focuses on high-risk industries known to frequently abuse the rights of low wage workers such as car wash, restaurant, manufacturing, roofing, construction, agricultural and auto repair businesses. For a complete list of LETF partner agencies, and to learn more about the underground economy please visit the LETF home page.

Leads on underground employers and reports of labor law violations can be submitted online through LETF’s Online Referral Form, by emailing the information to LETF@dir.ca.gov, or by calling LETF toll-free at 1-855-297-5322.

California DIR News Release: [06/23/2015]
Release Number:

Baltimore staffing agency allegedly harassed, discriminated against and allowed assault and abuse of Hispanic employees

Suit also alleges discrimination against non-Hispanics, intentional underpayment of women

BALTIMORE — A Baltimore staffing agency for federal contractors allegedly hired Hispanic construction laborers, and then harassed and discriminated against them. It also allowed supervisors of other federal contractors to assault them physically, make racial slurs, and threaten them with deportation. The allegations were made in a lawsuit filed by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.

The suit also alleges that WMS Solutions LLC discriminated against non-Hispanic applicants, intentionally paid female workers less per hour than males and assigned fewer work hours to African American, Caucasian and female laborers. This comes a couple of years after a wage theft related suit was filed against the company in 2012.

The department alleges that since at least Feb. 1, 2011, WMS favored hiring Hispanic laborers, and that company managers knowingly permitted abusive practices by supervisors at their work sites. In addition to physical and verbal abuse and harassment, supervisors intimidated laborers with videos of detained and deported Hispanic workers. Despite knowing of the illegal harassment, WMS managers took no action to stop it.

“WMS allowed workers it hired to be exploited and abused. It denied job opportunities to qualified workers based on race and ethnicity. It underpaid female workers and assigned fewer work hours based on race and gender,” said OFCCP Director Patricia A. Shiu. “We have taken action on behalf of these workers. OFCCP is prepared to use every tool at its disposal to ensure that no federal contractors and subcontractors engage in discrimination or harassment.”

OFCCP discovered the company’s discriminatory practices in its review to determine WMS’ compliance with Executive Order 11246. The order prohibits federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin. OFCCP filed its complaint with the department’s Office of Administrative Law Judges after it did not secure an agreement from WMS to pay back wages and interest to the affected workers; extend job offers to the rejected applicants; and provide a working environment for its employees free of harassment, intimidation and coercion.

WMS is a Baltimore-based company specializing in asbestos removal and demolition. The company provides laborers to federal contractors performing construction work on projects in the Washington, D.C., area. At the time that the alleged discrimination and harassment occurred, the company held federal construction subcontracts totaling more than $6 million for projects involving the General Services Administration, National Institutes of Health and U.S. Department of the Navy.

OFCCP enforces Executive Order 11246, the Vietnam Era Veterans’ Readjustment Assistance Act and Section 503 of the Rehabilitation Act of 1973. As amended, these three laws prohibit those doing business with the federal government, both contractors and subcontractors, from discriminating in employment on the basis of sex, race, color, religion, national origin, sexual orientation, gender identity, disability or status as a protected veteran. For general information, call OFCCP’s toll-free helpline at 800-397-6251 or visit its website at http://www.dol.gov/ofccp/.

Perez v. WMS Solutions LLC
Docket Number: 2015-OFC-00009

OFCCP News Release: [06/17/2015]
Contact Name: Leni Fortson
Phone Number: (215) 861-5102
Release Number: 15-1176-PHI

Originally posted on: http://www.dol.gov/opa/media/press/ofccp/OFCCP20151176.htm

Labor Commissioner Awards $138,386 to Caregiver Who Worked Round-the-Clock for Less Than Minimum Wage

San Francisco—California Labor Commissioner Julie A. Su awarded $138,386 in back pay to a caregiver who worked 16-hour days in San Francisco for less than minimum wage, usually without a day off. The amount includes minimum wage and severance pay violations, liquidated damages and waiting time penalties.

Francisca Vasquez, a Salvadoran war refugee, was hired in 1992 by siblings Magdalena Lindvall and Reynaldo Peña Jr. to work as a companion to their elderly parents for $400 a month. Eventually Vasquez became a housekeeper and then round-the-clock caregiver to their mother for $500 a month. Upon the mother’s death, Vasquez was discharged.

“Workers are not always aware of their rights,” said Christine Baker, Director of the Department of Industrial Relations (DIR). “California labor law protects domestic workers as well as others who work in industries susceptible to wage theft.” The Labor Commissioner’s Office, also known as the Division of Labor Standards Enforcement (DLSE), is a division within DIR.

Because Vasquez filed her claim two years into the three year statute of limitation for minimum wage claims, she could only collect wages on the last year she worked.

“This was an egregious case of worker abuse, where someone providing care was treated with an utter lack of care for her rights and for her humanity,” said Labor Commissioner Julie A. Su. “I am pleased that through the Berman wage claim process, my office was able to help her get some of the hard earned wages she deserved. This is a sign that when workers come forward to file wage claims, they can win some measure of justice.”

The Labor Commissioner awarded her $50,008 for wages, $48,209 in liquidated damages, $35,707 in  interest, and $4,464 in penalties.

Vasquez was assisted in the wage claim process by the community organization Mujeres Unidas y Activas and the Legal Aid Society–Employment Law Center.

The Labor Commissioner’s Office inspects workplaces for wage and hour violations, adjudicates wage claims, enforces prevailing wage rates and apprenticeship standards in public works projects, investigates retaliation and whistleblower complaints, issues licenses and registrations for businesses, and educates the public on labor laws. Updated information on California labor laws is available online.

The Wage Theft is a Crime public awareness campaign, launched last year by DIR and its Labor Commissioner’s Office, has helped inform workers of their rights. The campaign includes multilingual print and outdoor advertising as well as radio commercials on ethnic stations in English, Spanish, Chinese, Vietnamese, Hmong and Tagalog.

Employees with work-related questions or complaints may call the toll-free California Workers’ Information Line at (866) 924-9757 for recorded information in Spanish and English on a variety of work-related topics. Members of the press may contact Erika Monterroza at (510) 286-1164 or Peter Melton at (510) 286-7046 for more information.

This article was originally published by DIR.CA.GOV.

All in One Poster Company located in Buena Park, California is a leading provider of state and federal labor law posters as well as OSHA safety posters in the country.

Los Angeles Minimum Wage Is A Scheduled Gradual Increase

The City of Los Angeles has announced that the minimum wage will rise to $15 per hour, according to the following schedule:

  • Employers with 26 or more employees generally must pay a wage of at least the following hourly rates:
    • $10.50, beginning July 1, 2016;
    • $12.00, beginning July 1, 2017;
    • $13.25, beginning July 1, 2018;
    • $14.25, beginning July 1, 2019; and
    • $15.00, beginning July 1, 2020.
  • Employers with 25 or fewer employees generally must pay a wage of at least the following hourly rates:
    • $10.50, beginning July 1, 2017;
    • $12.00, beginning July 1, 2018;
    • $13.25, beginning July 1, 2019;
    • $14.25, beginning July 1, 2020; and
    • $15.00, beginning July 1, 2021.
  • Note: An employer’s size will be determined by the average number of employees employed during the previous calendar year.

Beginning on July 1, 2022, the minimum wage will increase annually based on inflation. The City of Los Angeles is expected to announce the adjusted rates on January 1, and publish a bulletin announcing the adjusted rates that will take effect on July 1 of each year.

The ordinance also contains special provisions regarding certain learners aged 14–17, and allows certain non-profit corporations (with 26 or more employees) to apply for a deferral rate schedule. A poster reflecting the new rates is not currently available.

Los Angeles mayor signs $15/hour minimum wage hike into law

Los Angeles Mayor Eric Garcetti signs an ordinance raising the city's minimum wage to $15 an hour by 2020 from the current $9 in Los Angeles, California June 13, 2015. REUTERS/Jonathan Alcorn

Los Angeles Mayor Eric Garcetti signs an ordinance raising the city’s minimum wage to $15 an hour by 2020 from the current $9 in Los Angeles, California June 13, 2015. REUTERS/Jonathan Alcorn

Los Angeles Mayor Eric Garcetti on Saturday signed a law hiking the city’s minimum wage from $9 an hour to $15 by 2020, an increase that will affect hundreds of thousands of workers.

Garcetti, speaking in English and Spanish, told a crowd of hundreds at the signing event that he wanted to lift the city’s lowest-paid workers out of poverty.

“Too many Angelenos have been left behind even as we’ve put the recession in the rearview mirror,” he told union representatives, immigration and activists at the ceremony.

The Los Angeles City Council approved the wage hike in May with a 14-1 vote. The law requires businesses with 25 or more employees to increase pay for minimum wage workers to $15 by 2020.

The pay hikes start in July 2016 with a jump to $10.50. Smaller businesses will have an extra year to meet the new minimums.

People hold up signs at a celebration event for the signing of an ordinance raising the city's minimum wage.

People hold up signs at a celebration event for the signing of an ordinance raising the city’s minimum wage.

Opponents say the law will place an unfair burden on small businesses and will drive employers away from the city.

Addressing those concerns, Garcetti said: “We would not have done this if we believed this would hurt our economy.”

The city council included in the law a stipulation that the city’s minimum wage should continue to increase based on the Consumer Price Index starting in 2022.

The legislation also included a $500,000 budget to establish an Office of Labor Standards. It will investigate whether businesses in the city are paying workers fairly.

The federal minimum wage has been $7.25 since 2009. Other U.S. cities such as Seattle Washington; Santa Fe and Albuquerque New Mexico; San Jose, Oakland and San Francisco California; and soon Chicago Illinois, have increased minimum wages in recent years.

The new law will impact an estimated 600,000 workers in Los Angeles, the second-largest U.S. city.

“The winds of this country blow from West to East,” Los Angeles City Council President Herb Wesson said at the event. “Don’t believe people across the country are not watching this.”

The city council in September approved a pay increase for hotel workers to $15.37 an hour.

By Katherine Davis-Young (REUTERS)

City of Chicago Phases In Minimum Wage Increase July 1, 2015

Mayor Rahm Emanuel, background, enters City Hall pressroom after the City Council approved a minimum wage hike. Task force members include Aldermen Patrick O'Connor, 40th, from left; Joe Moore, 49th; Will Burns, 4th; Walter Burnett Jr., 27th; Ameya Pawar, 47th; and Emma Mitts, 37th. (Nancy Stone/Chicago Tribune)

Mayor Rahm Emanuel, background, enters City Hall pressroom after the City Council approved a minimum wage hike. Task force members include Aldermen Patrick O’Connor, 40th, from left; Joe Moore, 49th; Will Burns, 4th; Walter Burnett Jr., 27th; Ameya Pawar, 47th; and Emma Mitts, 37th. (Nancy Stone/Chicago Tribune)

On December 2nd, 2014, the Chicago City Council passed an ordinance that will raise the minimum wage for Chicago workers to $13 per hour by 2019. This measure, sponsored by Mayor Rahm Emanuel, Alderman Will Burns, Alderman Pat O’Connor, and 31 other aldermen, will increase the earnings for approximately 410,000 Chicago workers, inject $860 million into the local economy, and lift 70,000 workers out of poverty.

In 2015, the City will begin phasing in its new minimum wage, as provided by the ordinance. This phase-in will help simplify the early years of implementation for businesses and employers. The City’s ordinance raises the hourly minimum wage to $10 in 2015, $10.50 in 2016, $11 in 2017, $12 in 2018, and $13 in 2019, indexed annually to the Consumer Price Index (CPI) after 2019.

The ordinance also increases the minimum wage for tipped employees in from the current state minimum of $4.95 to $5.45 in 2015 and $5.95 in 2016, indexed annually to the CPI after 2016.

The full text of Minimum Wage ordinance is available HERE.

Implementation Timeline*

Effective Date Non-Tipped Employees Tipped Employees
Current $8.25 $4.95
July 1, 2015 $10.00 $5.45
July 1, 2016 $10.50 $5.95
July 1, 2017 $11.00 Increases with CPI*
July 1, 2018 $12.00 Increases with CPI*
July 1, 2019 $13.00 Increases with CPI*
July 1, 2020 Increases with CPI* Increases with CPI*

*The ordinance provides that the minimum wage will not increase when the unemployment rate in Chicago for the preceding year, as calculated by the Illinois Department of Employment Security, was equal to or greater than 8.5 percent. The ordinance also provides that if the CPI increases by more than 2.5 percent in any year, the minimum wage increase shall be capped at 2.5 percent.

Aldermen Bob Fioretti, 2nd, John Arena, 45th and Nicholas Sposato, 36th stand in back along with members of Action Now and the Raise Chicago Coalition at a press conference at City Hall in Chicago Monday Dec. 1, 2014 to advocate for a $15 minimum wage in Chicago.  (Nancy Stone/Chicago Tribune)

Aldermen Bob Fioretti, 2nd, John Arena, 45th and Nicholas Sposato, 36th stand in back along with members of Action Now and the Raise Chicago Coalition at a press conference at City Hall in Chicago Monday Dec. 1, 2014 to advocate for a $15 minimum wage in Chicago. (Nancy Stone/Chicago Tribune)

To Whom Does the Minimum Wage Ordinance Apply?

  • Employers: Employers that maintain a business facility within the City of Chicago and/or are required to obtain a business license to operate in the City are subject to the minimum wage ordinance.
  • Employees: Employees who work two hours in the City within the period of two weeks qualify for the minimum wage required by the ordinance. This includes domestic employees and home health care workers. A union may waive its members’ rights to collect the minimum wage as part of a collective bargaining agreement.

Time spent traveling in the City that is compensated time, including, but not limited to, deliveries, sales calls, and travel related to other business activity taking place within the City, counts toward hours worked; time spent traveling in the City that is uncompensated commuting time does not.

To Whom Does the Minimum Wage Ordinance NOT Apply?

  • Employees taking part in government-subsidized temporary youth employment programs.
  • Employees taking part in government-subsidized transitional employment programs.
  • Employees of any governmental entity other than the City.
  • Certain employees exempted under state law, including:
  1. Employees under 18 years of age. Employers are authorized to pay these employees a wage 50 cents below the state minimum hourly wage.
  2. Adult employees (i.e. those 18 years of age or older) in the first 90 days of employment. Employers are authorized to pay these employees a wage 50 cents below the state minimum hourly wage.
  3. Disabled employees, pending state approval. Trainees taking part in a program for no more than six months, pending state approval.
  4. Employees working at a business with four or fewer employees, not counting the employer’s parents, spouse, children or other members of the employer’s immediate family.

For more information, visit the City of Chicago website at http://www.cityofchicago.org/city/en/depts/mayor/supp_info/minimum-wage.html

Federal Judge: Wal-Mart Violated State Minimum Wage Laws

Wal-Mart could be on the hook for more than $100 million in back pay after a federal judge ruled the company failed to pay California minimum wage to truck drivers for activities that included inspecting and washing their trucks, an attorney said Wednesday.

Photo Credit: Huffington Post

The ruling came after the company argued that the drivers are paid for particular activities that include those tasks.

U.S. District Judge Susan Illston sided with the drivers in her May 28 ruling, saying activities that are not compensated separately cannot be included in tasks that are paid for by the company.

“These guys are owed the money, so the sooner they get paid, the better,” said Butch Wagner, whose firm represents 720 past and current Wal-Mart drivers.

Wal-Mart spokesman Randy Hargrove said the Arkansas-based company will keep fighting the wage claim. Its drivers are among the best paid in the industry, with some making more than $100,000 a year, he said.

Wal-Mart Stores Inc. — the nation’s largest private employer — has faced other criticism over its pay and treatment of U.S. employees.

The company announced earlier this year that it was giving a raise to about a half-million U.S. workers. The raises are part of a $1 billion investment the company says is also intended to give workers more opportunities to advance and more consistent schedules.

In court filings, Wal-Mart attorneys likened the drivers’ situation to housekeepers getting paid for each house they clean rather than by the hour.

“Nothing in the Labor Code requires a separate ‘pay code’ for each act that goes into cleaning the house,” the attorneys said in court papers. “Does the Labor Code require drivers to be separately paid for putting a key in the ignition or while sitting at a stop light?”

The drivers said Wal-Mart did not pay them properly for layovers and did not pay them at all for tasks such as weighing their tractor-trailers and completing mandatory paperwork.

Wal-Mart drivers are not paid by the hour. Wages are based on mileage and specified activities.

Illston sided with the drivers on the layover issue as well.

The case is set to go before a jury in April to determine damages, Wagner said. He estimated Wal-Mart could face penalties, damages and interest of as much as $150 million.

Originally published by SUDHIN THANAWALA Associated Press

New California Family Rights Act (CFRA) Takes Effect July 1, 2015

The California Fair Employment and Housing Council recently published new California Family Rights Act (CFRA) regulations that will take effect July 1, 2015. The new revisions are intended to clarify confusing rules and closely align the regulations with the federal Family and Medical Leave Act (FMLA) regulations, although differences still remain between CFRA and FMLA.Medical-Leave

As a reminder, CFRA applies to employers who do business in California and employ 50 or more part-time or full-time employees (within a 75 mile radius). It provides eligible employees leave rights for the following:

(1) birth of a child for purposes of bonding,

(2) placement of a child in the employee’s family for adoption or foster care,

(3) for the serious health condition of the employee’s child, parent or spouse, and

(4) for the employee’s own serious health condition.

The regulations include wide-ranging substantive changes. For example, the regulations now explain in detail how an employer can violate CFRA by interfering with an employee’s CFRA rights, and clarify that all employees, not merely employees eligible for CFRA, are protected from retaliation for opposing any practice unlawful under CFRA. Some other key provisions of the new regulations include:

  • Covered Employers: The regulations expand the definition of covered employer to include “successors in interest” of a covered employer and joint employers.
  • Definitions: The regulations revise the definitions of serious health condition, inpatient care, eligible employee, and spouse, among others.
  • Key Employee: The regulations revise the provisions regarding the refusal to reinstate a “key employee.”
  • Health Care Coverage: The regulations expand and clarify when and how an employer must maintain group health plan coverage for employees on CFRA leave.
  • Use of Paid Leave: The regulations clarify that an employee receiving any form of disability payments or Paid Family Leave insurance while on CFRA leave is not on an “unpaid leave” and thus cannot be required to use PTO, accrued vacation, or sick leave.
  • Fitness for Duty/Return to Work: The regulations discuss whether, when, and under what circumstance an employer may ask an employee to undergo a fitness-for-duty examination before returning to work.
  • Disability Leave: The regulations now explicitly state that if an employee has a serious health condition that also qualifies as a disability under California law and cannot return to work at the conclusion of their CFRA leave, the employer has an obligation to engage in the interactive process to determine whether an extension of the leave would qualify as a reasonable accommodation under FEHA.
  • Calculation of Leave and Intermittent Leave: The regulations expand and clarify how to calculate CFRA leave and the use of intermittent leave.
  • Posting and Notice Requirements: Employers must now respond to requests to take CFRA leave within five business days (up from 10 calendar days previously required). Employers must also post notices explaining CFRA in conspicuous places where they can be seen by employees and applicants for employment.

For the convenience of our customers, All in One Poster Company as of today has included the official CFRA notice published by the state late last Friday in its all-in-one state and federal labor law poster. This replaces the previous “Notice B” that applies to employers with 50 or more employees.

You can find more information regarding the new regulations on the California Department of Fair Employment and Housing’s website, located here.

San Andreas’ Early Box Office Success Attributed To California Residents’ Recent Memory and Geological History

San Andreas TsunamiThe surprisingly strong opening weekend for the movie San Andreas, starring Dwayne “The Rock” Johnson, may be partly due to the fact that Americans, especially those who live in the west cost, can relate to its storyline. The movie is based on a real fault line that runs almost the entire length of California, that follows the tectonic borders of the North American and the Pacific plates.

The most recent major earthquake related tragedy directly caused by movement along this historic fault was the famous 1906 San Francisco earthquake that happened in the early morning hours of April 18. This quake killed about 3,000 people and destroyed 80% of the city. A smaller quake called the Loma Prieta occurred in 1989 which killed 63 people and injured over 3,000 others.

In Southern California, the last major earthquake occurred on January 17, 1994 in the San Fernando Valley, a suburb of Los Angeles, centered in the city of Reseda. Named the Northridge Earthquake, it claimed about 60 deaths and over 8,000 injuries.San Andreas Fault

As OSHA states in their earthquake guide, an earthquake is defined as a sudden and rapid shaking of the ground, caused by movement of rock beneath Earth’s surface. When occurring in a more densely populated area, earthquakes can cause injury and sometimes death, as well as extensive property damage. The direct cause of injury is rarely due to the shaking of the ground, but rather a result of collapsing walls, falling objects, broken glass, or unexpected movement. However, much of the damage caused is predictable, and therefore preventable with an efficient and thorough emergency earthquake plan.

Despite technological advances in predicting earthquakes and improvement in the infrastructure, the best line of defense is preparation. Knowing ways to protect yourself whether another earth shaking event catches you at home, work or in your car is still the best way to save your life and the lives of those around you.

All in One labor law poster company developed a couple of posters designed to help train employees and workers on how to prepare for the worst. We proudly introduce our Disaster Preparedness Poster as well as our Earthquake Preparedness Poster.

The Disaster Preparedness Poster is a reminder to employers and employees alike about the importance of being prepared for the eventuality of a disaster. The poster contains the different scenarios where a disaster may occur and the precautionary measures to be undertaken.

The Earthquake Preparedness Poster contains information on how to prepare for an earthquake, what to do during and after one, as well as a list of supplies and equipment to have handy to help you survive during an earthquake related disaster.


Both posters measure 24 by 39 inches, and are laminated for durability.