Many Employers nationwide are aware they are required to have labor posters in places where their employees congregate. There are many states that have poster requiring them to include minimum wage rates, the Family Medical Leave Act (FMLA) notices, the Department of Labor (DOL) regulations, and other Federal laws. But, did you know that not all states have the same requirements? Additionally, more states have different regulations within their own counties. It is critical for companies to have the appropriate posters for their state and industry to be compliant with the poster regulations or risk fines and penalties. Especially now that fines and penalties across most regulatory agencies have almost doubled and effective in 2017.

What many Employers are not aware of are the specific poster requirements for different populations like candidates and applicants and remote employees and/or different locations where the posters should be placed. As an external auditor for small and large companies and for different states and industries, I became more aware of how companies believe they are compliant but actually are not. When you add fines and penalties to the mix, it makes it challenging to determine the compliance of this workplace regulation.

There are some Employers who think that the labor poster regulation should be low on the priority level of risk management. Still, others are unaware of the changes, revisions, and penalties that can impact them when there is an audit from the regulatory entities. Don't get caught with posters that are outdated, non-existent or not in the right location.

A cost of under $100 could save you from fines and penalties up to $124,000 (OSHA) imposed on your company! Do you want to give away your money to the regulatory agencies? If not, let me give you the tools you need!

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