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There are 19 different notices that the law requires employers to post in the workplace advising employees of their rights with respect to myriad employment, wage and hour laws, leaves of absence and discrimination protection. In some jurisdictions, local ordinances require additional postings addressing minimum wage, paid sick leave and other requirements. There are unique situations that may require additional posters such as heavy equipment or forklifts, chemical use and government contracts. You should review whether any unique poster requirements apply to your business. In addition, you must post one of the IWC Wage Orders based upon the “main purpose” of your business.

Often, employers will post these notices in the lunchroom or other communal gathering space for employees. The law requires that employers place most of these advisements “conspicuously” where all employees and applicants can see them. If you have multiple facilities, you need to display these posters at your remote facilities if those employees do not frequent the main facility.

Keep in mind that, in addition to posting in English, some posters must be posted in other languages. The minimum wage and workers’ compensation notices must be posted in Spanish if any of your employees speak only Spanish. The Department of Fair Employment and Housing disclosure, California Family Rights Act and Pregnancy Disability Leave notices must be posted in the language of 10 percent or more of your workers at any facility. For example, if 10 percent of your workforce speaks only Spanish, you must display Spanish language versions of those posters alongside the English versions. If your workforce includes a significant portion of workers not literate in English, you must provide the Family and Medical Leave Act notice in a language in which the employees are literate.

If you are unsure of which posters are required for your business, or would like a review of your employee posters, disclosures and notices, please contact an employment law attorney at Schneiders & Associates, LLP for assistance.

By: Ted Schneider, Esq. 

About the Author
Theodore J. Schneider practices in the areas of business and corporate transactions, employment law counseling, municipal and public law, real estate and land use, and homeowner associations. Ted began his legal career in 2002 when he joined the Los Angeles office of Gibson, Dunn & Crutcher, L.L.P. before relocating to Ventura County to join his father in practice.