As an employer, have you noticed the increase in employment lawsuits over the past few years? Just focusing on wage and hour violations alone, more than 7,000 collective actions were filed in federal court in 2011. In this time of heightened government enforcement, it’s more important than ever to follow employment compliance and labor laws. As an employer, this includes the responsibility of displaying mandatory federal and state labor law posters. Hanging these posters in visible workplace locations is one of the simplest yet often overlooked aspects of compliance.
Why should labor law compliance matter to your business?
Labor law posting regulations change all the time for federal and state labor laws. It’s difficult and time-consuming for businesses to stay on top of their legal posting obligations. It’s impossible for employers to comply with labor law posting requirements by the ‘post and forget’ method. Some states require businesses to display up to 20 posters, and postings change regularly by the month or by the year. Your business may perform operations in many states, which requires your company to track employment laws for multiple states at once. Within the past five years, there have been over 240 mandatory labor law poster changes across the United States. Failure to comply with posting regulations may result in citations, fines and lawsuits. In total, businesses that completely neglect the necessary posting could face combined fines up to $17,000 per location. However, businesses don’t receive posting alerts from government agencies about new posting updates. Unless your company signs up for labor law alerts or you regularly follow state and federal laws, your posters may be out of date.
What can you do to ensure your business is compliant?
Research and find a reputable source for labor law postings. When you use a labor law posting compliance service, the company should offer a 100% guarantee on posters and pay your fines for non-compliant products. If you choose to enlist a labor law posting service for your labor law compliance, the service should cover state and federal requirements and employ attorneys and other legal staff for verified posting data and alerts.