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How does it work?
Labor Law Posters Are A Mandatory Requirement
Outdated labor law postings can result in hefty fines or lawsuits being imposed on your business. This program ensures that your business is kept informed and current on all mandatory State and Federal labor law posting requirements. Your company will be automatically enrolled in this service upon purchasing your posters, for one year.
Whenever a mandatory State or Federal labor law update occurs, you will receive an email notification informing you of such change. All you need to do is print out the update included in the email and place it next to your existing poster. (Updates will be emailed to the account holders email address.)
- Quality printed full color posters
- Washington State Labor Law Poster 18" x 24"
- Federal Labor Law Poster 18" x 24"
- Fully laminated on both sides
- Language option: English
- Attorney Approved
Washington State Labor Law Postings:
- Washington Minimum Wage
- Washington Job Safety and Health Law (OSHA)
- Your Rights as a Worker In Washington State
- Unemployment Benefits
- Notice to Employees - If a Job Injury Occurs
- Discrimination Prohibited
- Notice to Employees - Self-Insured Business
- Payday Notice
- Emergency Phone Numbers
Federal Labor Law Postings:
- National Labor Relations Act (NLRA)**
- Family and Medical Leave Act (FMLA)
- Revised Equal Employment Opportunity is the Law Posting (EEOC)
- Federal Minimum Wage
- Occupational Safety and Health Act (OSHA)
- Employee Polygraph Notice
- USERRA - Your Rights Under USERRA
**New Mandatory NLRA Posting Postponed Third Time: On August 25, 2011, the National Labor Relations Board (NLRB) issued the final rule requiring nearly all private-sector employers to notify employees of their rights under the National Labor Relations Act (NLRA) by posting a notice. Recent legal action blocked the posting deadline of this new posting. The compliance deadline of April 30th is now postponed pending appeal by the National Labor Relations Board (NLRB). This is the third time the NLRA posting has been delayed.
We are providing the NLRA Notice as a separate posting included with your labor law posters. Until a new deadline can be determined, we recommend that employers file the NLRA Notice. It is not required to display this posting.
* The Osha4less.com Poster Update Service guarantees that we will provide your business the latest and most up-to-date State and Federal Labor Law Posters at the time of purchase, and that Osha4less.com will keep you updated with major mandatory changes in State and Federal Labor Law posting requirements for one full year from the date of activation. If you are required to pay a federal or state levied fine as a result of a posting violation prior to the expiration of one (1) year from your date of purchase, Osha4less.com will reimburse you for any paid fines imposed by a state or federal agency as a result of erroneous or outdated content on the Poster, so long as the error is a result of our failure to have (i) provided you with accurate content, or (ii) contacted you to update outdated content. The maximum aggregate amount of reimbursement is limited to $25,000, and is only applicable if the following conditions are met:
- Osha4less.com has, on record, at the time the fine is issued, a valid and current personal email address (i.e. not email@example.com, or firstname.lastname@example.org) for an individual contact within your company.
- You have not opted out of future emails or otherwise requested that Osha4less.com not contact you.
- You notify Osha4less.com of the fine within ten (10) days of your payment of the fine.
- The Poster was properly displayed in a conspicuous place where all employees can view the Poster, as per mandatory labor law standards.
The Osha4less.com Poster Update Service guarantee may be amended, modified, or discontinued in our sole discretion at any time hereto by providing notice to you of the change. And finally, the Poster Update Service guarantee shall not apply to any nonstandard (i) industry-specific notices, (ii) public-sector notices, (iii) sector-specific notices, (iv) municipal or location-specific notices, (v) notices that must be posted at a specific locale in the building, such as ADA signage, No Smoking signage, or signage posted in an interview room, etc. (vi) federal contractor notices, (vii) insurance-related notices, or (viii) any other labor law posting that is not issued by a federal or state agency.