Introduction


Federal and state law requires employers to post labor law notices in the workplace. These mandatory postings include the OSHA Posting, Federal Minimum Wage, FMLA, USERRA and various state specific notices. Failure to post mandatory labor law notices can result in hefty fines and lawsuits. We have made these notices available to you, at cost effective prices, via our website.

Poster Update Service

Labor law postings can change at any time of the year, and it is the responsibility of the employer to stay up-to-date. Let us take away the worry and work of keeping your business compliant. Our poster update service will automatically keep you up to date with notifications of changes to the labor law notices affecting you! When a change occurs, we will make sure that your posters remain compliant.

Get started now with the worry-Free Poster Solution!

How does your Poster Update Service work?

Our worry-Free Poster Solution offers two easy ways to stay up to date with changes in mandatory postings.

E-Compliance Solution

  1. Upon activation receive a complete laminated federal and state poster pack delivered to your location.
  2. When a change happens, we will email you the new updated posting straight to your inbox as a downloadable PDF file.
  3. Print the updated posting on your office printer.
  4. Display the updated posting alongside your current labor law posters.

Poster Replacement Solution

  1. Upon activation receive a complete laminated federal and state poster pack delivered to your location.
  2. When a change occurs, we will mail you an updated labor law poster.
  3. Take down your current labor law poster and display the newly updated poster.
  4. Free shipping and handling on replacement posters.

FAQs

Why do I need Labor Law Posters?

All employers with at least one employee are required to display both federal and state labor law postings.

What are the penalties for non-compliance?

Failure to comply with posting regulations can result in fines of up to $17,000 per locations (29 USC Sec. 666(i) and 29 USC Sec. 2005).