New laws, amended regulations and shifting employee work arrangements continuously impact labor law posting requirements. Staying compliant requires vigilance; it’s not just a once-a-year task. To avoid costly mistakes, you must stay updated on changes as they happen -- and act quickly to keep your business covered year-round.
Posting Changes Picking Up Steam Across the U.S.
If your business is in a state where the minimum wage rate increases once a year — typically January — you may review your posting situation then. However, if you only focus on your minimum wage posting at this time, you could fall out of compliance with other posting changes the remainder of the year.
State posting compliance is becoming increasingly complex — and it has turned up the frequency of changes employers now face. On average, there are more than 200 mandatory state/city/county posting changes a year requiring an immediate poster update or replacement.
Government agencies do not notify businesses of new or updated posting requirements. You’re responsible for tracking mandatory changes and displaying the absolute latest postings.
Depending on the state in which you conduct business, you could be responsible for up to 25 state-issued postings, covering topics such as:
- Minimum wage rates
- Fair employment
- Unemployment insurance
- Workers’ compensation
- Paid sick leave
- Family care rights
- Smoking in the workplace
These state labor law postings aren’t optional. You’re required to post them, in addition to federal postings, even if they address the same topic or cover conflicting information.
But it doesn’t end there. Cities have the discretion to pass laws more generous than state or federal regulations, which sets off another sweep of posting-related changes throughout the year. These local postings cover a variety of employment laws, such as minimum wage rates, paid sick leave and anti-discrimination protections. And like with potentially conflicting state and federal postings, you must post city/county postings even if they differ from state and federal requirements.
Remote Worker Postings in the Modern Workplace
In addition to keeping current with the latest state and local changes that can occur anytime during the year, employers allowing remote work must ensure these workers receive the same posting information as onsite employees. Per DOL guidance, electronic postings are an acceptable option for any remote employees who don’t visit a physical work location at least three to four times a month. Electronic delivery, whether via email distribution or intranet links, is an ideal solution for providing uninterrupted posting compliance. Now, more than ever, it’s essential to ensure all employees have access to the latest postings, including any newly enacted laws.
Stay Ahead of Changes with Poster Guard® Poster Compliance Service
In the world of posting compliance, change is inevitable. Luckily, you don’t have to juggle it on your own. With Poster Guard® Poster Compliance Service, you can be certain you’re up to date with all required federal, state and local labor law postings — no matter how many times they change in a year.