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2019 CATALOG

J.J.KELLER

human resources

SOLUTIONS AT THE CORE OF HR COMPLIANCE.

Supplies, publications and training to help you tackle tough HR challenges.

800-327-6868 JJKeller.com


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J.J.KELLER

human resources

SOLUTIONS AT THE CORE OF HR COMPLIANCE.

Table of Contents

HR COMPLIANCE IS EASIER WITH

J. J. KELLER

J. J. Keller is your single source for dependable HR solutions. We offer a wide range of products and services to help you manage today’s most pressing HR issues, including: • active shooter training

• sexual harassment protocol • labor law changes

And, they’re all backed by our trusted team of industry experts.

3–9 10 11 12–13 14–15 17 18–19 20 21 22–23 24–29

POSTERS

SUPPLIES FLSA FMLA ADA SEXUAL HARASSMENT DRUG-FREE WORKPLACE I-9 & E-VERIFY HIPAA MANAGEMENT RESOURCES HR & LEGAL COMPLIANCE TRAINING

>> BE PREPARED FOR AN ACTIVE SHOOTER EVENT

Our new Active Shooter/Active Threat Go Bag Response Kits are filled with items that can assist employees in the event of an emergency. See pg. 10 ONLINE 24/7/365

JJKeller.com

Quick Order

Fast, efficient ordering in fewer clicks!

PHONE M–F 7 a.m.–6 p.m. CST

800-327-6868 FAX 24/7/365

800-727-7516

Prices are subject to change without notice. Prices shown do not reflect shipping and handling charges.


POSTERS

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Posters Are Required In Your Workplace. Here’s Hassle-Free Compliance. State and federal labor laws/regulations require all employers with at least one employee to post all applicable, current, required labor law notices — at each of their locations — in an area frequented daily by all employees, such as a break room, conference room, or near a time clock. Failure to post required notices can result in fines more than $35,000. J. J. Keller offers a wide selection of labor law posters and services for your employment law needs:

Labor Law Posters

“Keeping us legal, for less!”

• Need labor law posters? We offer federal, state, and specialty posters, including local/municipal and industry-specific. See pages 3–9.

Thanks to the excellent customer service representatives, I never have to worry about keeping our 36 branches across the U.S. legal … SafetyFirst | Office Staff | Auburn, IN

ONLINE REVIEW

• Need help finding the posters you need? See chart on pages 8–9. • Need help staying compliant? See page 5 for the Labor Law Poster Update Service.

• Need help managing compliance at all your locations? See below for the J. J. Keller® Employment Law Poster Audit & Research Service.

Eliminate Time-Consuming Research And Ensure Compliance With FEDERAL, STATE And LOCAL Posting Requirements NEW

J. J. Keller® Employment Law Poster Audit & Research Service

Compliance with employment law posting regulations can be difficult to manage, especially when you have multiple locations with requirements that vary at the county, city or municipal level. Fortunately, you can protect your company against federal, state and local labor law posting violations and potential litigation with the J. J. Keller® Employment Law Poster Audit & Research Service. The service is comprised of two components:

• Employment Law Posters Research Service — Our experts will identify the labor law poster requirements for each of your sites based on federal, state and local posting regulations. You’ll receive a summary of requirements by location, which we’ll update for you on a regular basis. • Employment Law Posters Audit Service — Choose from flexible audit options ranging from a phone conference, email survey, or on site visit from our research team. Based on our comprehensive audit, you’ll have a clear picture of the postings currently in place at your facilities.

Gain compliance confidence while leaving intricate research to us.

Visit JJKeller.com or Call 888-473-4638 800–327–6868

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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POSTERS

Newly Expanded Update Service FEDERAL

EPPA

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre‑employment screening or during the course of employment. Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.

POSTER COMPLIANCE DATE 08/2016

FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009

An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.

TIP CREDIT

Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.

NURSING MOTHERS

The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk.

The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA.

ADDITIONAL INFORMATION •

Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.

Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico.

Some state laws provide greater employee protections; employers must comply with both.

Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent contractors are not.

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

WHD

Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.

1‑866‑487‑9243 TTY: 1-877-889-5627 www.dol.gov/whd

WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR

WH1088

FMLA

REV. 07/2016

1‑866‑487‑9243 TTY: 1-877-889-5627 www.dol.gov/whd

WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR

USERRA

ENFORCEMENT

CHILD LABOR

WHD

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

The law requires employers to display this poster where employees can readily see it. OVERTIME PAY

At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.

WH1462

*Failure to do so may jeopardize your ability to receive benefits

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

The birth of a child or placement of a child for adoption or foster care;

To bond with a child (leave must be taken within 1 year of the child’s birth or placement);

To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;

For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;

For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

BENEFITS & PROTECTIONS

While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

ELIGIBILITY REQUIREMENTS

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: •

Have worked for the employer for at least 12 months; Have at least 1,250 hours of service in the 12 months before taking leave;* and

Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. For assistance in filing a complaint, or for any other information on USERRA, contact VETS at 1‑866‑4‑USA‑DOL or visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm. • If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation. • You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA. The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees. U.S. Department of Labor • 1-866-487-2365 U.S. Department of Justice Office of Special Counsel Employer Support of the Guard and Reserve • 1-800-336-4590

Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

DISABILITY

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

AGE

The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICS

Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical

3315 WeST TrumaN Boulevard P.o. Box 449 JefferSoN ciTy, mo 65102-0449

laBor STaNdardS

Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

ENFORCEMENT

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

WHD

For additional information or to file a complaint:

1-866-4-USWAGE (1-866-487-9243) TTY: 1-877-889-5627 www.dol.gov/whd

history); and requests for or receipt of genetic services by applicants, employees, or their family members.

RETALIATION

All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED

There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

Child Labor

Employers Holding Federal Contracts or Subcontracts Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIES

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release

Employers must:

ƒ A safe workplace.

ƒ Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, including raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness.

ƒ Raise a safety or health concern with your employer or OSHA, or report a workrelated injury or illness, without being retaliated against. ƒ Receive information and training on job hazards, including all hazardous substances in your workplace. ƒ Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf.

ƒ See any OSHA citations issued to your employer.

Required Poster: Employers Employing Workers Under the Age of 16 Youth Employment List Employers are required to post this list of employed youth under the age of 16 in the workplace.

In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance. EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 REV. 11/2009

Be sure first aid is administered and the employee is taken to a physician or hospital for further medical care, if necessary. Report the injury to the insurance company or Third Party Administrator (TPA) within five days of the date of injury or within five days of the date on which the injury was reported to the employer by the employee, whichever is later. The insurer, TPA, or Division approved self-insurer is responsible for filing a First Report of Injury with the Division of Workers’ Compensation within 30 days of knowledge of the injury. Pay medical bills related to the work injury to cure and relieve the employee of the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. The employer has the right to choose the healthcare provider or treating physician. (The employee may select a different healthcare provider or treating physician, but if the employee does so, it may be at his/her own expense.) For more liability and insurance information relating to the Workers’ Compensation Program, visit www.labor.mo.gov/DWC or call 800-775-COMP.

Developing and implementing a comprehensive safety and health program can reduce occupational injuries and help lower workers’ compensation costs. Insurance carriers in the state of Missouri must provide safety assistance at the request of the insured employer. The Missouri Department of Labor evaluates these services and provides additional assistance through its Missouri Workers’ Safety Program. Visit www.labor.mo.gov/MWSP or call 573-751-4231 for more information about these programs or for a registry of independent consultants who are certified in the state of Missouri to provide safety assistance.

Fraud/Noncompliance Employee Fraud — knowingly making a claim for workers’ compensation benefits to which an employee knows he/she is not entitled or knowingly presenting multiple claims for the same occurrence with intent to defraud is a class E felony, punishable by a fine of up to $10,000, or double the value of the fraud, whichever is greater. A subsequent violation is a class D felony. Employer Fraud — knowingly misrepresenting an employee’s job classification to obtain insurance at less than the proper rate is a class A misdemeanor. A subsequent violation is a class E felony. An employer who knowingly makes a false or fraudulent statement regarding an employee’s entitlement to benefits to discourage the worker from making a legitimate claim or who knowingly makes a false or fraudulent material statement or material representation to deny benefits to a worker is guilty of a class A misdemeanor punishable by a fine of up to $10,000. A subsequent violation is a class D felony. Insurer Fraud — knowingly and intentionally refusing to comply with workers’ compensation obligations to which an insurance company or self-insurer knows an employee is entitled is a class E felony, punishable by a fine of up to $10,000 or double the value of the fraud, whichever is greater. A subsequent violation is a class D felony. Employer Noncompliance — knowingly failing to insure workers’ compensation liability under the law is a class A misdemeanor punishable by a fine of up to three times the annual premium the employer would have paid had it been insured or up to $50,000, whichever is greater. A subsequent violation is a class E felony. An employer who willfully fails to post the notice of workers’ compensation at the workplace is guilty of a class A misdemeanor punishable by a fine of $50 to $1,000 or by imprisonment or both fine and imprisonment.

WC-106 AI School Term ShifT (7 a.m. – 7 p.m.)

REV. 04/2017

NoN-School ShifT (7 a.m. – 9 p.m.)

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DISCRIMINATION

5) 6) 7)

IN EMPLOYMENT IS PROHIBITED

8) 9)

ƒ Comply with all applicable OSHA standards.

w w w. l a b o r. m o . g o v / m o h u m a n r i g h t s

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ƒ Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours.

Work certificates are required for youth 14 to 15 years of age before they start employment at any job (other than in the entertainment industry) during the school year. No child under the age of 14 may be employed in any capacity (other than in the entertainment industry or in newspaper delivery, babysitting, occasional yard or farm work with parental consent, or some youth sporting events). Work certificates are issued by school officials or their designees (or a parent of a home-schooled child) only upon application requested in person by the child with the written consent of his/her parent, legal custodian or guardian or, if deemed necessary, by the issuing officer, the child shall be accompanied by his parent, guardian or custodian. The school official has the right to deny a certificate if deemed not in the best interest of the youth. School officials should keep copies of certificates issued, and cancellation notices.

ƒ Provide required training to all workers in a language and vocabulary they can understand.

• •

ƒ Prominently display this poster in the workplace.

ƒ Post OSHA citations at or near the place of the alleged violations.

• • •

Door-to-door sales (excluding churches, schools, scouts) Operating hazardous equipment: ladders, scaffolding, freight elevators, cranes, hoisting machines, man lifts, etc. Handling/maintaining power-driven machinery (with the exception of lawn/garden machinery in a domestic setting) (RSMo 294.011(7)(c), and RSMo 294.040(1)) Mining, quarrying, or stone cutting/polishing (except in jewelry stores) Transporting or handling Type A and B explosives or ammunition Operation of any motor vehicle

• • •

Between 7 a.m. and 7 p.m. during the school term Between 7 a.m. and 9 p.m. during non-school term No more than three hours a day on school days

— Private employers with six or more employees — All apprenticeship or training programs — All labor organizations — All employment agencies — All state and local government agencies

Metal-producing industries including stamping, punching, cold rolling, shearing, or heating Saw mills or cooperage stock (barrel) mills or where woodworking machinery is used Jobs involving ionizing or non-ionizing radiation or radioactive substances Jobs in hotels, motels, or resorts unless the work performed is physically separated from the sleeping accommodations Jobs in any establishment in which alcoholic beverages are sold, manufactured, bottled or stored unless 50 percent of the workplace sales are generated from other goods Any job dangerous to the life, limb, health, or morals of youth

• •

Discriminatory employment practices prohibited by the Missouri Human Rights Act include: • Hiring and firing, compensation, assignment or classification of employees, transfer, promotion, layoff or recall, job advertisements, recruitment, testing, use of company facilities, training and apprenticeship programs, fringe benefits, pay, retirement plans, or disability leave, or other terms and conditions of employment

No more than eight hours a day on non-school days No more than six days or 40 hours in a week

LS-43 (05-16) AI

Unemployment Ins.

This poster is available free from OSHA.

REV. 05/2016

• Harassment on the basis of race, color, religion, national origin, ancestry, sex, disability, or age • Retaliating against an individual for filing a complaint of discrimination, participating in a discrimination investigation or hearing, or opposing discriminatory practices • Discriminating in any aspect of employment against an individual because of his or her association with a person in one of the protected categories.

Unemployment Insurance Benefits NOTICE TO WORKERS

Your employer is subject to the Missouri Employment Security Law and pays tax contributions to cover unemployment insurance (UI) benefits in case you become unemployed through no fault of your own. Nothing is deducted from your pay to cover its cost.

Contact OSHA. We can help.

WHEN TO APPLY FOR UI BENEFITS • • •

If you are unemployed, laid off or working less than full time; or If you lose your job through no fault of your own or quit for a valid reason related to the work or the employer; and If you are able to work, available for work and actively seeking employment.

1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov

PROPER WORKER CLASSIFICATION Missouri law defines who is considered an employee or an independent contractor. Businesses that improperly treat workers as independent contractors have an unfair competitive advantage. Improperly classified workers miss out on unemployment benefits, workers’ compensation coverage and employer tax contributions. If you think you may be improperly classified or suspect a business of improperly classifying workers, visit labor.mo.gov/offthebooks or call 573‑751‑1099.

LEARN MORE AT LABOR.MO.GOV/UNEMPLOYED‑WORKERS DIVISION OF

HOW TO APPLY FOR UI BENEFITS •

Copyright 2018 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA

• • • •

Please contact the Missouri Division of Labor Standards at 573-751-3403, or email us at YouthEmployment@labor.mo.gov or go to www.labor.mo.gov/DLS if you have questions or need additional copies of this list. Missouri Department of Labor and Industrial Relations is an equal opportunity employer/program. TDD/TTY: 800-735-2966 Relay Missouri: 711

ƒ Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log.

To update your employment law posters contact J. J. Keller & Associates, Inc. JJKeller.com/employmentlaw 800-327-6868

The Missouri Human Rights Act applies to:

Acceptable Work Hours for 14 and 15 year olds

FREE ASSISTANCE to identify and correct hazards is available to small and mediumsized employers, without citation or penalty, through OSHA-supported consultation programs in every state.

This poster is in compliance with federal posting requirements.

The Missouri Human Rights Act makes it illegal to discriminate in any aspect of employment because of an individual’s race, color, religion, national origin, ancestry, sex, disability or age (40 through 69).

Unacceptable Types of Work and Workplaces for All Youth Under 16

INDIVIDUALS WITH DISABILITIES

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.

4.

3)

Programs or Activities Receiving Federal Financial Assistance RACE, COLOR, NATIONAL ORIGIN, SEX

Workers’ Compensation Law Roles and Responsibilities for Employers and Employees

2)

All workers have the right to:

RETALIATION

The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.

Missouri Division of Workers’ Compensation is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: 800-735-2966 Relay Missouri: 711

EMPLOYER INFORMATION With some exceptions, all employers with five or more employees, and construction industry employers with one or more employees, are required to insure their workers’ compensation liability, either by purchasing a policy or obtaining self-insurance authority. Workers’ compensation insurance provides benefits to workers injured on the job. Employers also are required to post this notice in the workplace for employees to view. This poster is required by section 287.127, RSMo, and is available to employers and insurers free of charge by contacting the Division at 800-775-Comp.

3.

Department of Labor and Industrial Relations, Division of Labor Standards

Name of Worker

ƒ File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights.

Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately:

Survivor Benefits:

If an employee dies on the job, the surviving dependents may receive weekly death benefits paid at 66 2/3% of the deceased employee’s average weekly wage along with funeral expenses up to $5,000 from the employer/insurer. For additional information relating to survivor’s benefits, including college scholarship opportunities for surviving children, please visit www.labor.mo.gov/DWC. Additional Benefits for Occupational Diseases Due to Toxic Exposure ‑ Permanent Total Disability and/or Death: For Information relating to additional benefits available, please refer to the Division’s website at www.labor.mo.gov/DWC/Injured_Workers/benefits_available.

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from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded). Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.

If you return to light or modified duty at less than full pay, you may be entitled to temporary partial disability benefits.

Permanent Disability Benefits:

If the injury or illness results in a permanent disability, you may be entitled to receive either permanent partial or permanent total disability benefits.

Workers’ Safety

IT’S THE LAW!

ƒ Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

Equal Employment Opportunity Commission (EEOC)

If a doctor says you are unable to work due to your injuries or recovery from a surgery, you may be entitled to temporary total disability (TTD) benefits. If a doctor says that you can perform light or modified duty work and your employer offers you such work, you may not be eligible for TTD benefits. TTD benefits should be continued until the doctor says you can return to work, or when your treatment is concluded because your condition has reached “maximum medical improvement,” whichever occurs first.

Steps to Take When an Injury Occurs

LS-52 AI REV. 11/2018

EMPLOYER RESPONSIBILITIES

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.

1. 2.

573-751-3403 fax: 573-751-3721 laborstandards@labor.mo.gov

REV. 04/2017

Job Safety and Health U.S. Department of Labor

Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

LEARN MORE AT LABOR.MO.GOV/DLS/MINIMUMWAGE diviSioN of

Missouri Department of Labor and Industrial Relations is an equal opportunity employer/program. TDD/TTY: 800-735-2966 Relay Missouri: 711

THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY.

REV. 04/2016

Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

EMPLOYEE RIGHTS An employee not being paid the correct wages, can file a minimum wage complaint at labor.mo.gov/DLS/MinimumWage and is entitled to pursue a private legal right of action to collect any wages due. An employer who unlawfully pays sub-minimum wages will be liable for the full amount of wages due (plus twice the amount left unpaid as liquidated damages) less any amount actually paid. The employer is also liable for costs and reasonable attorney fees as may be allowed by the court or jury.

If you: • are a past or present member of the uniformed • are obligated to serve in the uniformed service; service; • have applied for membership in the uniformed service; or then an employer may not deny you: • initial employment; • promotion; or • reemployment; • any benefit of employment • retention in employment; because of this status. In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection.

Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

All businesses are required to pay at minimum, the $8.60 per hour rate, except retail and service businesses whose annual gross sales are less than $500,000. The law does not apply to certain exempt employees/employers defined in Section 290.500(3), RSMo, and employees/employers pertaining to agriculture in Section 290.507, RSMo, nor does it supersede more favorable laws or interfere with collective bargaining agreement rights.

Overtime compensation must also be paid at a rate of at least one and one‑half times a covered employee’s regular rate for all hours worked over 40 in a workweek.

rate

Payment for Lost Wages:

EXCEPTIONS

Employers are required to pay tipped employees at least 50 percent of the minimum wage, $4.30 per hour, plus any amount necessary to bring the employee’s total compensation to a minimum of $8.60 per hour.

OVERTIME COMPENSATION

at least

1.5 X

ENFORCEMENT

PhoNe

The employer or insurer is required to provide medical treatment and care to cure and relieve the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. There is no deductible, and all costs are paid by the employer or its workers’ compensation insurance company. If you receive a bill, contact your employer or the insurance company immediately. The employer/insurer has the right to choose the healthcare provider or treating physician. You may select a different healthcare provider or treating physician, but if you do so, it may be at your own expense.

NOTICE: This state has its own minimum wage law. Employers are also required to display the federal Employee Rights Under the Fair Labor Standards Act posting, which indicates the federal minimum wage. Where federal and state rates both apply to an employee, the U.S. Department of Labor dictates that the employee is entitled to the higher minimum wage rate.

*Special “hours of service” requirements apply to airline flight crew employees.

EEO

IN EFFECT FOR PRIVATE EMPLOYERS FOR 2019

REQUESTING LEAVE

U.S. Department of Labor • Wage and Hour Division • WH1420

per hour

If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military. Even if you don’t elect to continue coverage during your military service, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.

OSHA 3165-04R 2015

$4.30

addreSS

Seek medical attention (your employer/insurer is responsible for providing medical treatment and paying the medical fees and charges unless you choose to treat with another doctor at your own expense without your employer/insurer’s approval). Get more information about the benefits available under the Workers’ Compensation Program or about the steps you may take to get the benefits you need. Visit www.labor.mo.gov/DWC or call 800‑775‑COMP.

Benefits for Injured Employees Medical Care:

TIPPED EMPLOYEES

at least

The United States Department of Labor Wage and Hour Division

Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:

MISSOURI MINIMUM WAGE

The minimum wage rate will increase 85 cents each year through 2023 for all private, non-exempt businesses. Missouri law does not apply to public employers, nor does it allow the state’s minimum wage rate to be lower than the federal minimum wage rate.

United States Department of Labor

3.

$8.60

REV. 07/2016

Your Rights Under USERRA The Uniformed Services Employment and Reemployment Rights Act

Name

PhoNe NumBer

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. HEALTH INSURANCE PROTECTION REEMPLOYMENT RIGHTS You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and: • you ensure that your employer receives advance written or verbal notice of your service; • you have five years or less of cumulative service in the uniformed services while with that particular employer; • you return to work or apply for reemployment in a timely manner after conclusion of service; and • you have not been separated from service with a disqualifying discharge or under other than honorable conditions. If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job.

Notify your employer immediately (written notice must be provided within 30 days of the injury/or 30 days when reasonably aware of the work-relatedness of occupational illness or disease) by contacting emPloyer rePreSeNTaTive

2. Minimum Wage

Employee Rights Under the Family and Medical Leave Act LEAVE ENTITLEMENTS

POSTER COMPLIANCE DATE 01/2019

ENFORCEMENT

The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job applicants may also bring their own court actions. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

United States Department of Labor

miSSouri diviSioN of WorkerS’ comPeNSaTioN P.o. Box 58, JefferSoN ciTy, mo 65102 573-751-4231 Insurance Company, Third Party Administrator, Service Company, or Designated Individual If Self‑Insured

Steps to Take When Injured on the Job

Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons.

Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities. The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.

Division of Workers’ Compensation

The Missouri Division of Workers’ Compensation (DWC) administers programs for workers who have been injured on the job or exposed to an occupational disease arising out of and in the course of employment. The Division’s Administrative Law Judges have the authority to approve settlements or issue awards after a hearing relating to an injured employee’s entitlement to benefits. 1.

EXAMINEE RIGHTS

EXEMPTIONS

Employee Rights Under the Fair Labor Standards Act

Workers’ Comp.

EMPLOYEE INFORMATION

Employment Laws

The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer. The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests.

PROHIBITIONS

FLSA

MISSOURI

United States Department of Labor

Employee Rights Employee Polygraph Protection Act

Employment Laws

To apply, visit uinteract.labor.mo.gov to create a new user account and file your initial claim; or If you do not have Internet access, call a Regional Claims Center during normal business hours, Monday through Friday from 8 a.m. to 5 p.m. Jefferson City ...............573-751-9040

Springfield ........................417-895-6851

Kansas City ...................816-889-3101

St. Louis ............................314-340-4950

Outside Local Calling Area ............................................................................. 800-320-2519 If you believe someone is fraudulently collecting unemployment benefits, email ReportUIFraud@labor.mo.gov or call 573‑751‑0057.

EMPLOYMENT SECURITY

P.o. Box 59 JefferSoN ciTy, mo 65104-0059

fax: 573-751-9730 esuiclaims@labor.mo.gov

MODES-B-2 AI Benefits REV. 03/2018

Copyright 2019 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA

Take Action File a Complaint

This poster is in compliance with state posting requirements.

The mission of MCHR is to develop, recommend, and implement ways to prevent and eliminate discrimination, and to provide equitable and timely resolutions of discrimination claims through enforcement of the Missouri Human Rights Act.

CONTACT US

Missouri Commission on Human Rights (MCHR) 3315 W. Truman Blvd., Suite 212 Jefferson City, MO 65102-1129 573-751-3325 Toll-Free Discrimination Complaint Hotline: 877-781-4236 TDD/TTY: 800-735-2966 Relay Missouri: 711

If you believe you have been discriminated against in employment, you can file a complaint of discrimination by calling one of the numbers above or emailing mchr@labor.mo.gov Note complaints must be filed within 180 days of the alleged discrimination.

Missouri Commission on Human Rights is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities.

State regulation 8 CSR 60-3.010 requires this notice be posted in all places of business or establishments which are subject to the Missouri Human Rights Act.

IMPORTANT: If needed, call 573-751-9040 for assistance in the translation and understanding of the information in this document. ¡IMPORTANTE! : Si es necesario, llame el 573-751-9040 para asistencia en la traducción y entendimiento de la información en este documento. Missouri Division of Employment Security is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: 800-735-2966 Relay Missouri: 711.

SCAN ME!

easily verify your poster compliance status now

!

An employment agency includes any person or agency, public or private, regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer.

TWO ways to verify poster compliance! ENTER

SCAN

MCHR-9 (04-16) AI

To update your employment law posters contact J. J. Keller & Associates, Inc.

JJKeller.com/employmentlaw 800-327-6868

JJKeller.com/LLPverify Enter: 43786-012019

43786

37989

Posters shown are current as of publication of this catalog.

Update Service

“Worry free”

I think this service is great. With the frequent changes in labor laws, it is difficult to keep up with it among all my other duties. This makes it worry free … Joelll | Safety Professional | Sebring, FL

ONLINE REVIEW

DID YOU KNOW?

More than 80 mandatory state posting changes have occurred over the past two years. Plus over 40 mandatory state posting changes occurred in 2019 so far, with more anticipated throughout the year.

Electronic Labor Law Poster Management Service

Download electronic versions of your required state, local, and federal notices from our labor law posting website and share them with your employees via your company’s intranet or email. Updated automatically anytime there’s a mandatory change.

Note: To be in compliance, you must post the hard copy posters (with the exception of USERRA and FMLA posters). 1-year Electronic Service. $24.95 ea.

JJKeller.com 4

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf.

ense.

y total disability (TTD) benefits. e eligible for TTD benefits. TTD your condition has reached

ƒ Provide required training to all workers in a POSTERS language and vocabulary they can understand.

5

Includes Local & Wage Order Posters ƒ Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

l disability benefits.

ployee’s average weekly wage luding college scholarship

POSTER COMPLIANCE DATE 01/2019

FED

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT

a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk.

FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009

At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.

CHILD LABOR

An employee must be at least 16 years old to work in most non‑farm jobs and at least 18 to work in non‑farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non‑manufacturing, non‑mining, non‑ hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.

EXEMPTIONS

Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security‑related activities. The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.

The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.

Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico. Some state laws provide greater employee protections; employers must comply with both. Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent contractors are not. Certain full‑time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.

Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.

• •

NURSING MOTHERS

The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide

WHD

Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.

ADDITIONAL INFORMATION •

TIP CREDIT

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

PROHIBITIONS

The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA.

upon request to individuals with

1-866-487-9243 TTY: 1‑877‑889‑5627 www.dol.gov/whd

WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR

The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests.

EXAMINEE RIGHTS

Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons.

ENFORCEMENT

The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job applicants may also bring their own court actions. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

$8.60

MISSOURI MINIMUM WAGE

IN EFFECT FOR PRIVATE EMPLOYERS FOR 2019

WHD

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

WH1088

FED

statement in connection with a proceeding under USERRA, even if that person has no service connection.

HEALTH INSURANCE PROTECTION •

REEMPLOYMENT RIGHTS

TIPPED EMPLOYEES

at least

You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and: • you ensure that your employer receives advance written or verbal notice of your service; • you have five years or less of cumulative service in the uniformed services while with that particular employer; • you return to work or apply for reemployment in a timely manner after conclusion of service; and • you have not been separated from service with a disqualifying discharge or under other than honorable conditions. If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job.

Employers are required to pay tipped employees at least 50 percent of the minimum wage, $4.30 per hour, plus any amount necessary to bring the employee’s total compensation to a minimum of $8.60 per hour.

per hour

at least

OVERTIME COMPENSATION

ees, are required to insure their nce provides benefits to workers y section 287.127, RSMo, and is 1.5 X

Overtime compensation must also be paid at a rate of at least one and one-half times a covered employee’s regular rate for all hours worked over 40 in a workweek.

rate

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

EXCEPTIONS

WH1462

YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.

The minimum wage rate will increase 85 cents each year through 2023 for all private, non‑exempt businesses. Missouri law does not apply to public employers, nor does it allow the state’s minimum wage rate to be lower than the federal minimum wage rate.

$4.30

1-866-487-9243 TTY: 1‑877‑889‑5627 www.dol.gov/whd

WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR

REV. 07/2016

REV. 07/2016

MO

FED

EMPLOYEE RIGHTS EMPLOYEE POLYGRAPH PROTECTION ACT

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

ENFORCEMENT

The law requires employers to display this poster where employees can readily see it. OVERTIME PAY

If you: • are a past or present • are obligated to serve in member of the uniformed the uniformed service; service; • have applied for membership in the uniformed service; or then an employer may not deny you: • initial employment; • promotion; or • reemployment; • any benefit of employment • retention in employment; because of this status. In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a

All businesses are required to pay at minimum, the $8.60 per hour rate, except retail and service businesses whose annual gross sales are less than $500,000. The law does not apply to certain exempt employees/employers defined in Section 290.500(3), RSMo, and employees/employers pertaining to agriculture in Section 290.507, RSMo, nor does it supersede more favorable laws or interfere with collective bargaining agreement rights.

EMPLOYEE RIGHTS An employee not being paid the correct wages, can file a minimum wage complaint at labor.mo.gov/DLS/MinimumWage and is entitled to pursue a private legal right of action to collect any wages due. An employer who unlawfully pays sub‑minimum wages will be liable for the full amount of wages due (plus twice the amount left unpaid as liquidated damages) less any amount actually paid. The employer is also liable for costs and reasonable attorney fees as may be allowed by the court or jury.

If you leave your job to perform military service, you have the right to elect to continue your existing employer‑based health plan coverage for you and your dependents for up to 24 months while in the military. Even if you don’t elect to continue coverage during your military service, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre‑existing condition exclusions) except for service‑connected illnesses or injuries.

ENFORCEMENT

The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. • For assistance in filing a complaint, or for any other information on USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm. • If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation. • You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA. The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.

lAbor STAnDArDS

. hin five days of the date on self‑insurer is responsible for

3315 WEST TrUmAn boUlEvArD p.o. box 449 JEffErSon ciTY, mo 65102-0449

573-751-3403 fAx: 573-751-3721 laborstandards@labor.mo.gov

Unemployment Insurance Benefits NOTICE TO WORKERS

Your employer is subject to the Missouri Employment Security Law and pays tax contributions to cover unemployment insurance (UI) benefits in case you become unemployed through no fault of your own. Nothing is deducted from your pay to cover its cost.

AI

REV. 11/2018

WHEN TO APPLY FOR UI BENEFITS

If you are unemployed, laid off or working less than full time; or If you lose your job through no fault of your own or quit for a valid reason related to the work or the employer; and If you are able to work, available for work and actively seeking employment.

• • •

HOW TO APPLY FOR UI BENEFITS

To apply, visit uinteract.labor.mo.gov to create a new user account and file your initial claim; or If you do not have Internet access, call a Regional Claims Center during normal business hours, Monday through Friday from 8 a.m. to 5 p.m.

• •

THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY.

Jefferson City .............................................573‑751‑9040 Springfield .................................................417‑895‑6851 Kansas City .................................................816‑889‑3101 St. Louis .....................................................314‑340‑4950 Outside Local Calling Area ...................................................................................................................................800‑320‑2519

Department of Labor and Industrial Relations, Division of Labor Standards

Required Poster: Employers Employing Workers Under the Age of 16

If you believe someone is fraudulently collecting unemployment benefits, email ReportUIFraud@labor.mo.gov or call 573-751-0057.

Youth Employment List

Employers are required to post this list of employed youth under the age of 16 in the workplace.

PROPER WORKER CLASSIFICATION School TErm ShifT (7 a.m. – 7 p.m.)

nAmE of WorkEr

Missouri law defines who is considered an employee or an independent contractor. Businesses that improperly treat workers as independent contractors have an unfair competitive advantage. Improperly classified workers miss out on unemployment benefits, workers’ compensation coverage and employer tax contributions. If you think you may be improperly classified or suspect a business of improperly classifying workers, visit labor.mo.gov/offthebooks or call 573-751-1099.

non-School ShifT (7 a.m. – 9 p.m.)

1) 2)

osts for authorized medical hysician. (The employee may .) WC or call 800‑775‑COMP.

LEARN MORE AT LABOR.MO.GOV/UNEMPLOYED-WORKERS

3) 4)

DIVISION OF

6)

8) 9)

10)

Unacceptable Types of Work and Workplaces for All Youth Under 16

• • •

Door‑to‑door sales (excluding churches, schools, scouts) Operating hazardous equipment: ladders, scaffolding, freight elevators, cranes, hoisting machines, man lifts, etc. Handling/maintaining power‑driven machinery (with the exception of lawn/garden machinery in a domestic setting) (RSMo 294.011(7)(c), and RSMo 294.040(1)) Mining, quarrying, or stone cutting/polishing (except in jewelry stores) Transporting or handling Type A and B explosives or ammunition Operation of any motor vehicle

• • •

Between 7 a.m. and 7 p.m. during the school term Between 7 a.m. and 9 p.m. during non‑school term No more than three hours a day on school days

• • • •

Steps to Take When Injured on the Job 1.

Notify your employer immediately (written notice must be provided within 30 days of the injury/or 30 days when reasonably aware of the work‑relatedness of occupational illness or disease) by contacting

EmploYEr rEprESEnTATivE

2.

3.

Missouri Department of Labor and Industrial Relations is an equal opportunity employer/program. TDD/TTY: 800-735-2966 Relay Missouri: 711 REV. 05/2016

ADDrESS

*Failure to do so may jeopardize your ability to receive benefits Seek medical attention (your employer/insurer is responsible for providing medical treatment and paying the medical fees and charges phonE unless you choose to treat with another doctor at your own expense without your employer/insurer’s approval). Get more information about the benefits available under the Workers’ Compensation Program or about the steps you may take to get the benefits you need. Visit www.labor.mo.gov/DWC or call 800-775-COMP.

Benefits for Injured Employees Medical Care:

Payment for Lost Wages:

If a doctor says you are unable to work due to your injuries or recovery from a surgery, you may be entitled to temporary total disability (TTD) benefits. If a doctor says that you can perform light or modified duty work and your employer offers you such work, you may not be eligible for TTD benefits. TTD benefits should be continued until the doctor says you can return to work, or when your treatment is concluded because your condition has reached “maximum medical improvement,” whichever occurs first. If you return to light or modified duty at less than full pay, you may be entitled to temporary partial disability benefits.

IN EMPLOYMENT IS PROHIBITED w w w. l a b o r. m o . g o v / m o h u m a n r i g h t s The Missouri Human Rights Act makes it illegal to discriminate in any aspect of employment because of an individual’s race, color, religion, national origin, ancestry, sex, disability or age (40 through 69).

The Missouri Human Rights Act applies to: — Private employers with six or more employees — All apprenticeship or training programs — All labor organizations — All employment agencies — All state and local government agencies

Discriminatory employment practices prohibited by the Missouri Human Rights Act include: Hiring and firing, compensation, assignment or classification of employees, transfer, promotion, layoff or recall, job advertisements, recruitment, testing, use of company facilities, training and apprenticeship programs, fringe benefits, pay, retirement plans, or disability leave, or other terms and conditions of employment Harassment on the basis of race, color, religion, national origin, ancestry, sex, disability, or age Retaliating against an individual for filing a complaint of discrimination, participating in a discrimination investigation or hearing, or opposing discriminatory practices Discriminating in any aspect of employment against an individual because of his or her association with a person in one of the protected categories.

is a class A misdemeanor. A e’s entitlement to benefits ! terial representation to deny lony. e company or self‑insurer knows ater. A subsequent violation is a •

Take Action File a Complaint

For additional information or to file a complaint:

WHD

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

1-866-4-USWAGE (1-866-487-9243) TTY: 1-877-889-5627 www.dol.gov/whd

U.S. Department of Labor • Wage and Hour Division • WH1420

FED

REV. 04/2016

Equal Employment Opportunity is THE LAW

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

RETALIATION

All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED

There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1‑800‑669‑4000 (toll‑free) or 1‑800‑669‑6820 (toll‑free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

RETALIATION

Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws. Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately: The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1‑800‑397‑6251 (toll‑free) or (202) 693‑1337 (TTY). OFCCP may also be contacted by e‑mail at OFCCP‑Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.

An employment agency includes any person or agency, public or private, regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer. The mission of MCHR is to develop, recommend, and implement ways to prevent and eliminate discrimination, and to provide equitable and timely resolutions of discrimination claims through enforcement of the Missouri Human Rights Act.

CONTACT US

Missouri Commission on Human Rights (MCHR) 3315 W. Truman Blvd., Suite 212 Jefferson City, MO 65102-1129 573-751-3325 Toll-Free Discrimination Complaint Hotline: 877-781-4236 TDD/TTY: 800-735-2966 Relay Missouri: 711

If you believe you have been discriminated against in employment, you can file a complaint of discrimination by calling one of the numbers above or emailing mchr@labor.mo.gov Note complaints must be filed within 180 days of the alleged discrimination.

Missouri Commission on Human Rights is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities.

State regulation 8 CSR 60-3.010 requires this notice be posted in all places of business or establishments which are subject to the Missouri Human Rights Act.

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

AGE

The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICS

Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.

Employers Holding Federal Contracts or Subcontracts

Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIES

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or

Programs or Activities Receiving Federal Financial Assistance

RACE, COLOR, NATIONAL ORIGIN, SEX

In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

INDIVIDUALS WITH DISABILITIES

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance. EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1

MCHR-9 (04-16) AI

Copyright 2019 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA

REV. 11/2009

IT’S THE LAW!

U.S. Department of Labor

Insurance Company, Third Party Administrator, Service Company, or Designated Individual If Self-Insured nAmE

The employer or insurer is required to provide medical treatment and care to cure and relieve the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. There is no deductible, and all costs are paid by the employer or its workers’ compensation insurance company. If you receive a bill, contact your employer or the insurance company immediately. The employer/insurer has the right to choose the healthcare provider or treating physician. You may select a different healthcare provider or treating physician, but if you do so, it may be at your own expense.

DISCRIMINATION

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

Job Safety and Health

miSSoUri DiviSion of WorkErS’ compEnSATion p.o. box 58, JEffErSon ciTY, mo 65102 573-751-4231

phonE nUmbEr

No more than eight hours a day on non‑school days No more than six days or 40 hours in a week

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ENFORCEMENT

Division of Workers’ Compensation

The Missouri Division of Workers’ Compensation (DWC) administers programs for workers who have been injured on the job or exposed to an occupational disease arising out of and in the course of employment. The Division’s Administrative Law Judges have the authority to approve settlements or issue awards after a hearing relating to an injured employee’s entitlement to benefits.

Please contact the Missouri Division of Labor Standards at 573‑751‑3403, or email us at YouthEmployment@labor.mo.gov or go to www.labor.mo.gov/DLS if you have questions or need additional copies of this list.

ntitled or knowingly presenting the value of the fraud, whichever

EMPLOYER RESPONSIBILITIES

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility. Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

REV. 03/2018

MO

EMPLOYEE INFORMATION

Metal‑producing industries including stamping, punching, cold rolling, shearing, or heating Saw mills or cooperage stock (barrel) mills or where woodworking machinery is used Jobs involving ionizing or non‑ionizing radiation or radioactive substances Jobs in hotels, motels, or resorts unless the work performed is physically separated from the sleeping accommodations Jobs in any establishment in which alcoholic beverages are sold, manufactured, bottled or stored unless 50 percent of the workplace sales are generated from other goods Any job dangerous to the life, limb, health, or morals of youth

• • •

Acceptable Work Hours for 14 and 15 year olds

LS‑43 (05‑16)

REQUESTING LEAVE

Generally, employees must give 30‑days’ advance notice of the need for FMLA leave. If it is not possible to give 30‑days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures. Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

Contact OSHA. We can help.

Work certificates are required for youth 14 to 15 years of age before they start employment at any job (other than in the entertainment industry) during the school year. No child under the age of 14 may be employed in any capacity (other than in the entertainment industry or in newspaper delivery, babysitting, occasional yard or farm work with parental consent, or some youth sporting events). Work certificates are issued by school officials or their designees (or a parent of a home‑schooled child) only upon application requested in person by the child with the written consent of his/her parent, legal custodian or guardian or, if deemed necessary, by the issuing officer, the child shall be accompanied by his parent, guardian or custodian. The school official has the right to deny a certificate if deemed not in the best interest of the youth. School officials should keep copies of certificates issued, and cancellation notices.

ers’ compensation costs. artment of Labor evaluates call 573‑751‑4231 for more e safety assistance.

fAx: 573-751-9730 esuiclaims@labor.mo.gov

IMPORTANT: If needed, call 573-751-9040 for assistance in the translation and understanding of the information in this document. ¡IMPORTANTE! : Si es necesario, llame el 573-751-9040 para asistencia en la traducción y entendimiento de la información en este documento. Missouri Division of Employment Security is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: 800-735-2966 Relay Missouri: 711. MODES‑B‑2 AI Benefits

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p.o. box 59 JEffErSon ciTY, mo 65104-0059

EMPLOYMENT SECURITY

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• •

ELIGIBILITY REQUIREMENTS

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: • Have worked for the employer for at least 12 months; • Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite. *Special “hours of service” requirements apply to airline flight crew employees.

DISABILITY

MO

LS‑52

Missouri Department of Labor and Industrial Relations is an equal opportunity employer/program. TDD/TTY: 800-735-2966 Relay Missouri: 711

NOTICE: This state has its own minimum wage law. Employers are also required to display the federal Employee Rights Under the Fair Labor Standards Act posting, which indicates the federal minimum wage. Where federal and state rates both apply to an employee, the U.S. Department of Labor dictates that the employee is entitled to the higher minimum wage rate.

MO

BENEFITS & PROTECTIONS

While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

This poster is available free from OSHA. REV. 04/2017

DiviSion of

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION

U.S. Department of Labor • 1‑866‑487‑2365 U.S. Department of Justice Office of Special Counsel Employer Support of the Guard and Reserve • 1‑800‑336‑4590

LEARN MORE AT LABOR.MO.GOV/DLS/MINIMUMWAGE

EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT

LEAVE ENTITLEMENTS

Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job‑protected leave in a 12‑month period for the following reasons: • The birth of a child or placement of a child for adoption or foster care; • To bond with a child (leave must be taken within 1 year of the child’s birth or placement); • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; • For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job; • For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12‑month period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

Permanent Disability Benefits:

If the injury or illness results in a permanent disability, you may be entitled to receive either permanent partial or permanent total disability benefits.

Survivor Benefits:

If an employee dies on the job, the surviving dependents may receive weekly death benefits paid at 66 2/3% of the deceased employee’s average weekly wage along with funeral expenses up to $5,000 from the employer/insurer. For additional information relating to survivor’s benefits, including college scholarship opportunities for surviving children, please visit www.labor.mo.gov/DWC. Additional Benefits for Occupational Diseases Due to Toxic Exposure - Permanent Total Disability and/or Death: For Information relating to additional benefits available, please refer to the Division’s website at www.labor.mo.gov/DWC/Injured_Workers/benefits_available. Missouri Division of Workers’ Compensation is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: 800‑735‑2966 Relay Missouri: 711

Workers’ Compensation Law Roles and Responsibilities for Employers and Employees

All workers have the right to:

Employers must:

ƒ A safe workplace.

ƒ Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, including raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness.

ƒ Raise a safety or health concern with your employer or OSHA, or report a workrelated injury or illness, without being retaliated against. ƒ Receive information and training on job hazards, including all hazardous substances in your workplace. ƒ Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf. ƒ Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

EMPLOYER INFORMATION

ƒ Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log.

Steps to Take When an Injury Occurs

This poster is available free from OSHA.

With some exceptions, all employers with five or more employees, and construction industry employers with one or more employees, are required to insure their workers’ compensation liability, either by purchasing a policy or obtaining self‑insurance authority. Workers’ compensation insurance provides benefits to workers injured on the job. Employers also are required to post this notice in the workplace for employees to view. This poster is required by section 287.127, RSMo, and is available to employers and insurers free of charge by contacting the Division at 800‑775‑Comp. 1. 2.

3.

4.

Be sure first aid is administered and the employee is taken to a physician or hospital for further medical care, if necessary. Report the injury to the insurance company or Third Party Administrator (TPA) within five days of the date of injury or within five days of the date on which the injury was reported to the employer by the employee, whichever is later. The insurer, TPA, or Division approved self‑insurer is responsible for filing a First Report of Injury with the Division of Workers’ Compensation within 30 days of knowledge of the injury. Pay medical bills related to the work injury to cure and relieve the employee of the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. The employer has the right to choose the healthcare provider or treating physician. (The employee may select a different healthcare provider or treating physician, but if the employee does so, it may be at his/her own expense.) For more liability and insurance information relating to the Workers’ Compensation Program, visit www.labor.mo.gov/DWC or call 800‑775‑COMP.

Keeping track of the latest posting requirements, and making sure you have the most up-to-date version posted, doesn’t have to be difficult or time-consuming. The J. J. Keller ® Update Service takes the work out of labor law compliance:

•  NEW Covers federal, state, general industry and local/municipal and wage order changes

• Access to the online Labor Law Poster Management Center to allow you to view tracking information for your poster updates, access and edit contact information for your labor law poster subscriptions, and more • We guarantee that any properly displayed J. J. Keller ® law posters are compliant — or we'll reimburse any fines

Contact OSHA. We can help.

Workers’ Safety

Fraud/Noncompliance

1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov

• A nswers to subscriber compliance questions by J. J. Keller ® subject-matter experts

1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov • Subscriptions available in English or Spanish WC‑106

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REV. 04/2017

This poster is in compliance with federal and state posting requirements.

TWO ways to verify poster compliance!

ENTER

SCAN

JJKeller.com/LLPverify Enter: 43790-012019

To update your employment law posters contact J. J. Keller & Associates, Inc.

JJKeller.com/employmentlaw 800-327-6868

43790

Two ways to verify poster compliance:

1) Visit JJKeller.com/LLPverify and type in your poster's code and compliance date 2) Scan the QR Code with your smartphone

TWO ways to

ting requirements.

Labor Law Poster Update Service

• Email notification when mandatory changes occur

FREE ASSISTANCE to identify and correct hazards is available to small and mediumsized employers, without citation or penalty, through OSHA-supported consultation programs in every state.

or punishable by a fine of up bsequent violation is a class E anor punishable by a fine of $50 REV. 04/2017

6

• No shipping costs on replacement posters

ƒ Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours. ƒ Provide required training to all workers in a language and vocabulary they can understand.

Developing and implementing a comprehensive safety and health program can reduce occupational injuries and help lower workers’ compensation costs. Insurance carriers in the state of Missouri must provide safety assistance at the request of the insured employer. The Missouri Department of Labor evaluates these services and provides additional assistance through its Missouri Workers’ Safety Program. Visit www.labor.mo.gov/MWSP or call 573‑751‑4231 for more information about these programs or for a registry of independent consultants who are certified in the state of Missouri to provide safety assistance. Employee Fraud — knowingly making a claim for workers’ compensation benefits to which an employee knows he/she is not entitled or knowingly presenting multiple claims for the same occurrence with intent to defraud is a class E felony, punishable by a fine of up to $10,000, or double the value of the fraud, whichever is greater. A subsequent violation is a class D felony. Employer Fraud — knowingly misrepresenting an employee’s job classification to obtain insurance at less than the proper rate is a class A misdemeanor. A subsequent violation is a class E felony. An employer who knowingly makes a false or fraudulent statement regarding an employee’s entitlement to benefits to discourage the worker from making a legitimate claim or who knowingly makes a false or fraudulent material statement or material representation to deny benefits to a worker is guilty of a class A misdemeanor punishable by a fine of up to $10,000. A subsequent violation is a class D felony. Insurer Fraud — knowingly and intentionally refusing to comply with workers’ compensation obligations to which an insurance company or self‑insurer knows an employee is entitled is a class E felony, punishable by a fine of up to $10,000 or double the value of the fraud, whichever is greater. A subsequent violation is a class D felony. Employer Noncompliance — knowingly failing to insure workers’ compensation liability under the law is a class A misdemeanor punishable by a fine of up to three times the annual premium the employer would have paid had it been insured or up to $50,000, whichever is greater. A subsequent violation is a class E felony. An employer who willfully fails to post the notice of workers’ compensation at the workplace is guilty of a class A misdemeanor punishable by a fine of $50 to $1,000 or by imprisonment or both fine and imprisonment.

PAGE

- Local posters will be determined based on the shipping location’s zip code

ƒ Post OSHA citations at or near the place of the alleged violations.

ƒ File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights.

Individual State and Federal Labor Law Posters

• New posters sent whenever a mandatory change occurs

ƒ Comply with all applicable OSHA standards.

ƒ Prominently display this poster in the workplace.

ƒ See any OSHA citations issued to your employer.

Get revised posters automatically with the Update Service (see below).

OSHA 3165-04R 2015

FED

or Information relating to ble.

ƒ Prominently display this poster in the workplace.

ƒ Post OSHA citations at or near the place of the alleged violations. EMPLOYMENT State And Federal Labor Law Set And Combo Poster LAWS MISSOURI FEDERAL ƒ File a complaint with OSHA within 30 days Labor Law Posters available as a Two-Poster Set or an All-In-One Combo Poster (priced the same) FREE ASSISTANCE to identify and correct Reviewed by our HR experts who constantly monitor labor law compliance (by phone, online or by mail) if you have •been hazards is available to small and mediumretaliated against for using your rights. • Available in English or Spanish for all 50 states plus the District of Columbia and Puerto Rico sized employers, without orstate penalty, • Our laminated two-poster set includes one citation poster with postings (poster sizes range x 26" L to OSHA-supported 50" W x 26" L) and oneconsultation poster with federal postings (poster size ƒ See any OSHA citations issued to your from 20" Wthrough 20" W x 26" L). Note: The New Jersey State Poster outgrew size limitations and is now a employer. programs everyChild state. 3-poster set (includes a in separate Labor Notice poster, 20” x 26”). Our laminated combo poster contains the federal and state postings on one poster ƒ Request copies of your medical records, •tests (26" W x 40" L). Note: Combo poster not available for New Jersey that measure hazards in the workplace,Note: and Due to local/municipal and industry-specific labor laws, your company may be required to post additional notices. Go to JJKeller.com/LLP for details. the workplace injury and illness log.

OSHA 3165-04R 2015

s.

hospitalizations, amputations and losses of an eye within 24 hours.

verify poster compliance!

ENTER

1-year Labor Law Poster Update Service. Price ToDescription update your employment law posters contact J. J. Keller & Associates, Inc. 10–24 $29.95 ea.*

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JJKeller.com/LLPverify Enter: 43790-012019

Poster 2–9 $34.95 ea.* JJKeller.com/employmentlaw 1 $39.95 ea.* 800-327-6868 10–24 $47.79 ea. 2–9 $51.67 ea. 1 $54.35 ea.

Update Service

43790

*Price per two-poster set or combo poster.

Also Available When You Call 3- and 5-year update services on poster and poster-related services.

EDITOR TIP The number of cities, counties and townships with their own minimum wage, paid sick leave, and other laws that require postings has exploded over the past few years. To meet the growing demands for state and local posters, we recently expanded our Update Service to cover the federal, state, and local levels.

Terri Dougherty, PHR

J. J. Keller® Editor, Human Resources For states with local/municipal and/or industry-specific posting requirements, see pages 8–9.

800–327–6868

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

5 JJKeller.com


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Employment Laws

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Department of Talent and Economic Development

Notice To All Employees: Information about Unemployment Benefits

This employer is covered by the MICHIGAN EMPLOYMENT SECURITY ACT

Fea u e • Two qu ck ways o ve y pos e comp ance En e you code on ne a JJKe e com LLPve y o scan he QR Code • Tabbed con en and co o cod ng ha o gan ze n o ma on so op cs and ev s on da es a e qu ck y den fiab e • Lam na ed on and back o he p hem ho d up n h gh a fic a eas such as a ma n ecep on a ea b eak oom o ca e e a

THE MICHIGAN OCCUPATIONAL SAFETY AND HEALTH ACT, 1974 P.A. 154, AS AMENDED, REQUIRES POSTING OF THIS DOCUMENT IN A CENTRAL AND CONSPICUOUS LOCATION. FAILURE TO DO SO MAY RESULT IN A PENALTY.

Unemployment benefits are payable to qualified and eligible workers of this employer through Michigan’s Talent Investment Agency, Unemployment Insurance.

TH S S AN MPORTANT DOCUMENT DO NOT COVER

POSTER COMPLIANCE DATE 03/2019

How to file an unemployment claim

If you become unemployed, you can file your new unemployment claim or reopen an established claim:

Online through the Michigan Web Account Manager (MiWAM) at michigan.gov/uia By Phone – call the Unemployment Insurance toll free claims line: 1-866-500-0017

Minimum Wage

Michigan Department of Licensing and Regulatory Affairs Wage and Hour Division REQUIRED POSTER

GRETCHEN WHITMER GOVERNOR

LARA LICENSING AND REGULATORY AFFAIRS

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PO Box 30476 Lansing, MI 48909-7976

CUSTOMER DRIVEN. BUSINESS MINDED.

ORLENE HAWKS DIRECTOR

GENERAL REQUIREMENTS - MINIMUM WAGE and OVERTIME

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Coverage

The Improved Workforce Opportunity Wage Act (IWOWA), Public Act 337 of 2018, as amended, covers employers who employ 2 or more employees 16 years of age and older.

Minimum Hourly Wage Rate Tipped Employee

Minimum Hourly Wage Rate

January 1, 2018

Minimum Hourly Rate

$9.25

March 29, 2019

Reported Average Hourly Tips

$3.52

$9.45

$5.73

$3.59

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TIA is an equal opportunity employer/program. Auxiliary aids, services and other reasonable accommodations are available upon request to individuals with disabilities. Michigan Department of Talent and Economic Development, Talent Investment Agency, Unemployment Insurance; Authority: Michigan Administrative Code, Section R 421.105; Paid for with federal funds. UIA 1710 REV. 09/2017

Whistleblowers

Attention Employees

85%** Hourly Rate

The Michigan Whistleblowers’ Protection Act (469 P .A. 1980) creates certain protections and obligations for employees and employers under Michigan law.

$7.86

$5.86

$8.03

January 1, 2020*

$9.65

$3.67

$5.98

8.20

January 1, 2021*

$9.87

$3.75

$6.12

$8.39

PROTECTIONS:

*An increase in the minimum hourly wage rate as prescribed in subsection (1) does not take effect if the unemployment rate for this state, as determined by the Bureau of Labor Statistics, United States Department of Labor, is 8.5% or greater for the calendar year preceding the calendar year of the prescribed increase. An increase in the minimum hourly wage rate as prescribed in subsection (1) that does not take effect pursuant to this subsection takes effect in the first calendar year following a calendar year for which the unemployment rate for this state, as determined by the Bureau of Labor Statistics, United States Department of Labor, is less than 8.5%. •

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Employees must be paid at least: Effective Date

Payment Options: When you file for unemployment benefits, you will choose how you want to receive your benefit payments. You can select a debit card or direct deposit into your checking or savings account. For more information about these payment options, visit michigan.gov/uia. STATE OF MICHIGAN TALENT INVESTMENT AGENCY UNEMPLOYMENT INSURANCE

** Minors 16-17 years of age may be paid 85% of the minimum hourly wage rate.

It is illegal for employers in Michigan to discharge, threaten or otherwise discriminate against you regarding your compensation, terms, conditions, location or privileges of employment because you or a person acting on your behalf reports or is about or report a violation or a suspected violation of federal, state or local laws, rules or regulations to a public body. It is illegal for employers in Michigan to discharge, threaten or otherwise discriminate against you regarding your compensation, terms, conditions, location or privileges of employment because you take part in a public hearing, investigation, inquiry or court action.

Overtime Employees covered by the IWOWA must be paid 1-1/2 times their regular rate of pay for hours worked over 40 in a 7-day workweek. The following are exempt from overtime requirements: employees exempt from the minimum wage provisions of the Fair Labor Standards Act of 1938, 29 USC 201 to 219 (except certain domestic service employees), professional, administrative, or executive employees; elected officials and political appointees; employees of amusement and recreational establishments operating less than 7 months of the year; agricultural employees, and any employee not subject to the minimum wage provisions of the act.

M O HA nd H h Adm n ARA n LAWng nd R gu o A MICHIGAN C m FEDERAL D M

The Act does not diminish or impair either your rights or the rights of your employer under any collective bargaining agreement. The Act does not require your employer to compensate you for your participation in a public hearing, investigation, inquiry or court action. The Act does not protect you from disciplinary action if you make a report to a public body that you know is false.

Compensatory Time If an employer meets certain conditions, employees may agree to receive compensatory time of 1-1/2 hours for each hour of overtime worked. The agreement must be voluntary, in writing, and obtained before the compensatory time is earned. All compensatory time earned must be paid to an employee. Accrued compensatory time may not exceed 240 hours. Employers must keep a record of compensatory time earned and paid. Contact the Wage and Hour Division for information on the conditions an employer must meet in order to offer compensatory time off in lieu of overtime compensation.

Discrimination

BASED ON

Persons with disabilities needing accommodations for employment must notify their employers in writing within 182 days.

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REV. 01/2019

Call 1-800-482-3604 Video Phone: 313-437-7035 www.michigan.gov/mdcr

LARA

REQUIRED POSTER

ORLENE HAWKS DIRECTOR

CUSTOMER DRIVEN. BUSINESS MINDED.

Coverage

Paid Medical Leave Accrual Paid medical leave accrual begins on March 29, 2019, or upon commencement of the employee’s employment, whichever is later. Paid medical leave is accrued at a rate of 1 hour for every 35 actual hours worked; however, an employer is not required to allow accrual of over 1 hour in a calendar week or more than 40 hours in a benefit year. A benefit year is any consecutive 12-month period used by an employer to calculate an eligible employee’s benefits. Employees can carry over up to 40 hours of unused accrued paid medical leave from one benefit year to the next; however, employers are not required to allow employees to use more than 40 hours in a single benefit year. An employer may provide the total amount of paid medical leave all at once by providing at least 40 hours at the beginning of the benefit year or on the date that the individual becomes eligible during the benefit year on a prorated basis. If an employer adopts this practice, it does not have to permit employees to carry over unused leave to the next benefit year. (See section 3 of the Paid Medical Leave Act, 2018 Public Act 338).

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WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR

1‑866‑487‑9243 TTY: 1-877-889-5627

LARA is an equal opportunity employer/program. www.dol.gov/whd

REV. 05/2018

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*For precise language of the statute, see Public Act 338 of 2018, as amended

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LARA is an equal opportunity employer/program. Auxiliary aids, services and other reasonable accommodations are available, upon request, to individuals with disabilities. www.michigan.gov/wagehour  Toll Free 1-855-4MI-WAGE (1-855-464-9243) WHD 9911

Copyright 2019 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA

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REV. 01/2019

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Posting Date

(c) (d) (e)

Ten hours in 1 day. Subject to subdivision (e), 48 hours in 1 week. If the minor is a student in school and school is in session, 24 hours in 1 week. (2) Except as provided in subsection (3), a person shall not employ a minor 16 years of age or older between 10:30 p.m. and 6 a.m. However, except as provided in subsection (3), a person may employ a minor 16 years of age or older who is a student in school until 11:30 p.m. on any of the following days: (a) On Fridays and Saturdays. (b) During school vacation periods. (c) During periods when the minor is not regularly enrolled in school. (3) A person may employ a minor 16 years of age or older in farming operations involved in the production of seed or in agricultural processing for a period greater than the periods described in subsections (1) and (2) if all of the following conditions are met: If a minor is a student in school, the period greater than the periods described in subsections (1) and (2) occurs when school is not in session. (a) The minor is employed for not more than 11 hours in 1 day. (b) The minor is employed for not more than 62 hours in any week. However, the employer shall not require the minor to work more than 48 hours during any week without the consent of the minor.

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Location of New or Revised SDS

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For further information visit our website at: www.michigan.gov/miosha Michigan Department of Licensing and Regulatory Affairs, Michigan Occupational Safety and Health Administration, Consultation Education and Training Division (517) 284-7720 Paid in part with Federal OSHA funds. MIOSHA/CET #2106

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LARA is an equal opportunity employer/program.

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ENTER

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SCAN

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Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

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DISABILITY

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Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

AGE

The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

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GENETICS

Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical

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history); and requests for or receipt of genetic services by applicants, employees, or their family members.

RETALIATION

All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED

There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

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Employers Holding Federal Contracts or Subcontracts

Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIES

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release

ƒ Receive information and training on job hazards, including all hazardous substances in your workplace.

ƒ Report to OSHA

from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

ƒ File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights.

RETALIATION

ƒ See any OSHA citations issued to your employer.

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Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.

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Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately:

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The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.

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ƒ Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log.

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Programs or Activities Receiving Federal Financial Assistance

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INDIVIDUALS WITH DISABILITIES

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance. EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1

To update your employment law posters contact J. J. Keller & Associates, Inc. JJKeller.com/employmentlaw 800-327-6868

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SCAN ME!

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easily verify your poster compliance status now

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RACE, COLOR, NATIONAL ORIGIN, SEX

In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

This poster is in compliance with federal posting requirements.

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Copyright 2018 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA

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These easy o d sp ay pos e s make comp ance s mp e and nc ude • M n mum Wage FLSA • Job Sa e y and Hea h s he Law OSHA 3165 • Emp oyee Po yg aph P o ec on Ac EPPA • Equa Emp oymen Oppo un y s The Law EEO • Un o med Se v ces Emp oymen and Reemp oymen R gh s Ac USERRA • Fam y And Med ca Leave Ac FMLA • B and ng op on eas y add you company ogo o you pos e s add ona ees app y ca o ee o de a s

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ƒ Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

REV. 11/2009

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ƒ Comply with all applicable OSHA standards.

ƒ Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf.

$23 86 ea $26 39 ea $29 95 ea

Federa Labor Law Posters

Employers must: ƒ Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, including raising a health and safety concern with you or with OSHA, or 41195 reporting a work-related injury or illness.

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ƒ Raise a safety or health concern with To update your employment law posters contact your employer or OSHA, or &report a Inc. workJ. J. Keller Associates, JJKeller.com/employmentlaw related injury or illness, without being 800-327-6868 against.

JJKeller.com/LLPverify Enter: 41195-032019retaliated

Equal Employment Opportunity is THE LAW

Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

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m m Job m Safety mand Health m IT’S THE LAW!

All workers have the right to:

This poster is in compliance with state posting requirements.

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MCL 409.112a Prohibition of minors working alone in occupation involving a cash transaction after sunset or 8 p.m. at fixed location.

Sec. 12a. A minor who would otherwise be permitted under this act to be employed in an occupation subject to this act shall not be employed in an occupation that involves a cash transaction subject to this act after sunset or 8 p.m., whichever is earlier, at a fixed location unless an employer or other employee 18 years of age or older is present at the fixed location during those hours. history: add. 1980, act 436, Eff. mar. 31, 1981. imPortant: administrativE rulE, r408.6207 rEQuirEs a minor suBJEct to act 90 BE suPErvisEd By thE EmPloyEr or anothEr EmPloyEE 18 yEars of agE or oldEr it is thE Policy of thE michigan dEPartmEnt of Education that no PErson on thE Basis of racE, color, rEligion, national origin or ancEstry, agE, sEx, gEndEr, hEight, wEight, marital status, or disaBility shall BE suBJEctEd to discrimination in any Program, sErvicE, or activity for which it is rEsPonsiBlE, or for which it rEcEivEs financial assistancE from thE u. s. dEPartmEnt of Education. for furthEr information, contact thE civil rights coordinator, michigan dEPartmEnt of Education, officE of carEEr and tEchnical Education, P.o. Box  30712, lansing, michigan 48909. 517-241-2091

ƒ A safe workplace. TWO ways to verify poster compliance!

REV. 05/2018

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MCL 409.112 Meal and rest period.

Sec. 12. A minor shall not be employed for more than 5 hours continuously without an interval of at least 30 minutes for a meal and rest period. An interval of less than 30 minutes shall not be considered to interrupt a continuous period of work.

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LARA Licensing and Regulatory Affairs Customer Driven. Business Minded. MIOSHA Michigan Occupational Safety and Health Administration

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S a e LLP P ce 10 24 2 9 1

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WH1088

POST NG REQU REMENT

Receipt Date

• Ava ab e n Eng sh o Span sh o a 50 s a es p us he D s c o Co umb a and Pue o R co

No e Due o ndu y pec c o c y pec c abo aw you company may be equ ed o po add ona no ce Go o JJKe e com LLP o de a

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New or Revised SDS New or Revised

If informal resolution is unsuccessful and a violation found, payment of paid medical leave improperly withheld will be requested and penalties may be imposed. An employer who fails to provide paid medical leave is subject to an administrative fine of not more than $1,000.00. An employer who willingly violates the posting requirement is subject to an administrative fine of not more than $100.00 for each separate violation.

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WHD

As Required by the Michigan Right To Know Law

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Penalties

REV. 07/2016

acknowledgment of the minor’s parent or guardian consenting to the USERRA. period of employment authorized under this subsection. The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and (4) As used in this section: • promotion; or may besorting viewed onorthepackaging internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law (a) “Agricultural processing” means the cleaning, of fruits • any of employment requires employers to notify employees of their rights under USERRA, and employers may meet this requirement or benefit vegetables. by displaying textmeans of this notice where they customarily place notices for employees. • retention in employment; MCL 409.111 Minor 16 years and over; days and hours of (b) “Farming operations involved in the production of the seed” farming activities and research involved in the production of seed, including plant employment; employment in agricultural processing. because of this status. U.S. Department of Labor • 1-866-487-2365 U.S. Department of Justice Office of Special Counsel hand-pollination, roguing, or hoeing, and any other similar Sec. 11. (1) Except as provided in subsectionIn(3), a person shall not a minor Employer Support of the Guard and Reserve • 1-800-336-4590 addition, an employer mayemploy not retaliate against anyone assisting indetasseling, the enforcement of USERRA rights, including REV. farming activity required for commercial seed production. 16 years of age07/2016 or older in an occupation subject to this act fora more than any of the testifying or making statement in connection with a proceeding under USERRA, even if that person has no service following periods: history: am 1978, act 90, Eff. JunE 1, 1978 -- am. 1995, act 251, Eff. mar. 28, 1996 --  am. connection. 1996, act 499, imd. Eff. Jan. 9, 1997 --  am. 2000, act 418, imd. Eff. Jan. 8, 2001 --  am. 2011, (a) Six days in 1 week. REV. 04/2017 act 197, imd. Eff. oct. 18, 2011 (b) An average of 8 hours per day in 1 week.

Employee Rights

An employee may file a complaint with the Department of Licensing and Regulatory Affairs within 6 months of the alleged violation. LARA shall investigate a complaint and attempt mediation, where appropriate.

WH1462

of 8 hours per day or 48 hours in 1 week, nor more than 10 hours in 1 day. The minor then an employer may not deny you: shall not be employed between the hours of 9 p.m. and 7 a.m. A minor who is a employment; student in school shall not be employed more• than ainitial combined school and work week of 48 hours during the period when school session. • is inreemployment;

TO BE POSTED THROUGHOUT THE WORKPLACE NEXT TO THE SAFETY DATA SHEETS (SDS) LOCATION POSTERS

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REV 09 2015

1‑866‑487‑9243 TTY: 1-877-889-5627 www.dol.gov/whd

MIOSHA

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Relocation and obtaining legal services Participation in civil or criminal proceedings related to or resulting from the domestic violence or sexual assault

WHD

WAGE AND HOUR DIVISION DEPARTMENT OF LABOR UNITED STATESHotline OF AMERICA . . . . . . . . . . . . . . . . . . . . . . . . .UNITED MIOSHA Complaint . . . . . .STATES . . . . .DEPARTMENT . . . . . . . . . .OF. .LABOR . . 1-800-866-4674 Fatality Hotline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-800-858-0397 MIOSHA Injuries/Illnesses Reporting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-844-464-6742 Consultation and Training Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-517-284-7720

the minimum wage under special certificates issued by the Department ofthis Labor. act for more than 6 days in 1 week, nor for a period longer service; or than a weekly average

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

Medical diagnosis, care, or treatment of the employee or employee’s family member Preventative care of the employee or his or her family member

Medical care or psychological or other counseling Receiving services from a victim services organization

THIS IS AN IMPORTANT DOCUMENT - DO NOT COVER!

REV 02/2017

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MIOSHA/CET #2105

Closure of the employee’s primary workplace by order of a public official due to a public health emergency The care of his or her child whose school or place of care has been closed by order of a public official due to a public health emergency The employee’s or his or her family member’s exposure to a communicable disease that would jeopardize the health of others as determined by health authorities or a health care provider For domestic violence and sexual assault situations, employees may use paid medical leave for any of the following:

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to certain employees of security service firms (armored car, alarm, and guard), and of ENFORCEMENT If a representative of employees does notrestrictions, participate, theprospective department manufacturers, distributors and dispensers. www.michigan.gov/miosha The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. representative will consult with a numberpharmaceutical of employees concerning matters Employees or job applicants may also bring their own court actions. of safety or health in the place of employment. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

MICHIGAN DEPARTMENT OF CIVIL RIGHTS

Employee Rights Under the Fair Labor Standards Act

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An employee may use paid medical leave as it is accrued except an employer may require an employee to wait until the 90th calendar day after commencing employment before using accrued paid medical leave. Paid medical leave must be used in 1-hour increments unless the employer has a different increment policy set forth in writing in an employee handbook or other employee benefit document. Employees must follow the employer’s usual and customary notice, procedural, and documentation requirements for requesting leave. The employee must be allowed at least 3 days to provide documentation. Employees may take paid medical leave for any of the following: • Physical or mental illness, injury, or health condition of the employee or his or her family member

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State Labor Law Posters

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Employers must make available for employees in a readily OVERTIME PAY ENFORCEMENT MIOSHA Michigan Occupational Safety and Health Administration At least 1½ times the regular rate of(SDS) pay for all hours workedhazardous over 40 in a workweek. The Department has authority and to recoverHealth back wages and an equal amount in liquidated damages in instances accessible manner, Safety Data Sheets for those Michigan Occupational Safety Your Rights Under USERRA LARA of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal chemicals in theirCHILD workplace. LABOR Administration Licensing and Regulatory AffairsServices Employment and Reemployment Rights Act The Uniformed prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum Employees cannot be discharged or16discriminated against An employee must be at least years old to work in most non-farmfor jobs and at least 18 to work in non-farm jobs Customer Minded. wage orLARA overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s USERRA protects the job rights ofDriven. individualsBusiness who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster declared including hazardous by thethe Secretary of Labor.for Youths 14 and 15 years old exercising their rights request information onmay work outside school hours in various child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. Licensing and Regulatory Affairs non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in hazardous chemicals. The Department of Licensing and Regulatory Affairs will not discriminate against any individual or group because of race, sex, religion, age, national origin, in the death or serious injury of any minor employee, and such assessments may be doubled when the violations RIGHTSassistance with reading, writing, hearing, etc., under the Americans HEALTH PROTECTION agricultural employment. Customer Driven. Business Minded. maritalworkers status, or politicalREEMPLOYMENT beliefs. If you need withINSURANCE Disabilities Act, you may Employees must be notified and given direction (by employer are determined to be willful or repeated. The law also prohibits retaliating againstcolor, or discharging whodisability, file a • If you leave your job to perform military service, you have the right to elect to continue your existing make your need known to this agency. You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed TIP CREDIT complaint or participate in any proceeding under the FLSA. posting) for locating Safety Data Sheets and the receipt of new REV. 09/2015 service and: employer-based health plan coverage for you and your dependents for up to 24 months while in the MIOSHA/CET 2010 military. or revised SDS(s).Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received ADDITIONAL INFORMATION • you ensure that your employer receives advance written or verbal notice of your service; by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip • Even if you don’t elect to continue coverage during your military service, you have the right to be • you have five years or less of cumulative service in the uniformed services while with that particular SDS(s) For This Workplace When the employer has not provided a SDS, employees may • Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at reinstated in your employer’s health plan when you are reemployed, generally without any waiting employer; provisions. At request assistance obtaining SDS from the: hourly wage, the employer must make up the difference. Are Located periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or leastin$2.13 per hour do not equal the minimum • you return to work or apply for reemployment in a timely manner after conclusion of service; and Child Labor injuries. • Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Department of Education michigan Department of Licensing anD reguLatory affairs • you have not been separated from service with a disqualifying discharge or under other than honorable NURSING MOTHERS Islands, and the Commonwealth of Puerto Rico. ENFORCEMENT conditions. office of career anD technicaL eDucation afety anD heaLth aDministration michigan occupationaL RICK SNYDER The FLSA requiressemployers to provide reasonable break time for a nursing mother employee who is subject to the • The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to Location(s) If youp.areo. eligible be reemployed, you must be restored to the job and benefits you would have attained if you Some state laws provide greater employee protections; employers must comply with both. GOVERNOR safetyrequirements anD heaLth Dfor ivision generaL inDustry • Lansing ,m ichigan 48909 • 517-335-6041 Boxto30712 FLSA’s overtime in order the employee to express breast milk for her nursing child for one year after • investigate and resolve complaints of USERRA violations. had not been absent due to military service or, in some cases, a comparable job. • Some employers incorrectly classify workers as “independent contractors” when they are actually employees (517) 284-7750 the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide Informational Sheet • For assistance in filing a complaint, or for any other information on USERRA, contact VETS at RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION under the FLSA. It is important to know the difference between the two because employees (unless exempt) otheranD than h a bathroom, is shielded view and free from intrusion from coworkers and the public, safety eaLth Dthat ivision anDfrom asBestos constructiona place, 1‑866‑4‑USA‑DOL or visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor Youth Employment Standards Act 90 of 1978, as amended Location(s) If you: are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent can be viewed at http://www.dol.gov/elaws/userra.htm. Licensing which may be used by the employee to express breast milk. • are a past or presentPOSTING member of the uniformed • are obligated to serve in the uniformed service; REQUIREMENT contractors are not. • If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be (517) 284-7680 (c) The minor is not employed between 2 a.m. and 5:30 a.m. MCL 409.110 Minor under 16 years; daysservice; and hours of employment. referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation. • responsible Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than • haveinapplied for membership in the to uniformed (d) The agricultural processing employer maintains on file a written Person(s) for SDS(s) Sec. 10. A minor under 16 years shall not be employed an occupation subject www.michigan.gov/miosha • You may also bypass the VETS process and bring a civil action against an employer for violations of

Paid Medical Leave Usage

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MDCR

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Michigan Know Law this poster where employees can readily see it. The lawRight requiresTo employers to display

LICENSING AND REGULATORY AFFAIRS

GENERAL REQUIREMENTS – PAID MEDICAL LEAVE ACT*

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FEDERAL MINIMUM WAGE $7.25 PER HOUR This Workplace CoveredBEGINNING by the JULY 24, 2009

SDS

Michigan Department of Licensing and Regulatory Affairs Wage and Hour Division PO Box 30476 Lansing, MI 48909-7976

GRETCHEN WHITMER GOVERNOR

POSTER COMPLIANCE DATE

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Post in a conspicuous place.

THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY.

The Paid Medical Leave Act, 2018 Public Act 338, as amended by 2018 Public Act 369, effective March 29, 2019, covers employers who employ 50 or more individuals. The act covers individuals engaged in service to an employer in the business of the employer and from whom an employer is required to withhold for federal income tax purposes. An eligible employee does not include executive, administrative, and professional overtime exempt employees, employees covered by a private collective bargaining agreement that is in effect, employees of the United States government, another state, or a political subdivision of another state, individuals whose primary work location is not in this state, individuals 16-19 years of age being paid the youth training wage in accordance with the Improved Workforce Opportunity Wage Act, temporary employees as described in the Michigan Employment Security Act, variable hour employees as defined by 26 CFR 54.4980H-1, employees covered by the Railway Labor Act and Railroad Unemployment Insurance Act, individuals employed by an employer for 25 weeks or fewer in a calendar year for a job scheduled for 25 weeks or fewer, individuals who worked, on average, fewer than 25 hours per week during the immediately preceding calendar year. (See section 2 of The Paid Medical Leave Act, 2018 Public Act 338.)

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Under the education article, age and marital status are prohibited considerations for admissions only 2 in employment only 3 in housing only

If you think you have been discriminated against, you may file a complaint with the Michigan Department of Civil Rights.

NOTICE: This state has its own minimum wage law. Employers are also required to display the federal Employee Rights Under the Fair Labor Standards Act posting, which indicates the federal minimum wage. Where federal and state rates both apply to an employee, the U.S. Department of Labor dictates that the employee is entitled to the higher minimum wage rate.

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Employment Laws

religion, race, color, national origin, sex, disability, age1, marital status1, height2, weight2, arrest record2, genetic information2, and familial status3

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LARA is an equal opportunity employer/program. Auxiliary aids, services and other reasonable accommodations are available, upon request, to individuals with disabilities. www.michigan.gov/wagehour  Toll Free 1-855-4MI-WAGE (1-855-464-9243) WHD 9904

Paid Medical Leave

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IN EMPLOYMENT, EDUCATION, HOUSING, PUBLIC ACCOMMODATION, LAW ENFORCEMENT OR PUBLIC SERVICE

Enforcement An employee may either file civil action for recovery of unpaid minimum wages or overtime, or they may file a complaint with the Department of Licensing and Regulatory Affairs. The department may investigate a complaint and file civil action to collect unpaid wages or overtime due the employee and all employees of an establishment. Recovery under this act can include unpaid minimum wages or overtime, plus an equal additional amount as liquidated damages, costs, and reasonable attorney fees. A civil fine of $1,000 can be assessed to an employer who does not pay minimum wage or overtime.

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Persons found in violation of this Act may be subject to a civil fine of up to $500.00. If your employer has violated this Act the court can order your reinstatement, the payment of back wages, full reinstatement of fringe benefits and seniority rights, actual damages, or any combination of these remedies. The court may also award all or a portion of the costs of litigation, including reasonable attorney fees and witness fees to the complainant if the court believes such an award is appropriate. Visit the Michigan Occupational Safety and Health Administration (MIOSHA) website at www.michigan.gov/miosha.

PROHIBITS DISCRIMINATION

Equal Pay An employer shall not discriminate on the basis of sex by paying employees a rate which is less than the rate paid to employees of the opposite sex for equal work on jobs requiring equal skill, effort, and responsibility performed under similar working conditions - except where payment is pursuant to a seniority system, merit system or system measuring earnings on the basis of quantity or quality of production or a differential other than sex.

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PENALTIES:

M h g n O up OBLIGATIONS:

Training Wage A training wage of $4.25 per hour may be paid to employees 16 to 19 years of age for the first 90 days of employment.

ENFORCEMENT:

If you believe that your employer has violated this Act you may bring civil action in circuit court within 90 days of the alleged violation of the Act.

The Michigan Occupational Safety and Health Act (MIOSH Act), Act No. COMPLAINTS: Employees and employee representatives who believe 154 of the Public Acts of 1974, as amended, provides job safety and that an unsafe or unhealthful condition exists in their workplace have the health protection for Michigan employees through the maintenance of right to request an inspection by giving written notice to the Department of safe and healthful working conditions. Under the MIOSH Act and a state Licensing and Regulatory Affairs. If a condition exists which may present an plan approved in September 1973 by the U.S. Department of Labor, the immediate danger, the Department should be notified in the most expedient Michigan Department of Licensing and Regulatory Affairs is responsible manner without regard to a written notice. The names of complainants will for administering the Act. Department representatives conduct job site be kept confidential and not revealed upon the request of the employee. inspections and investigations to ensure compliance with the Act and with Employees also have the right to bring unsafe or unhealthful conditions to safety and health standards. the attention of the department representative during the conduct of an inspection or investigation. The contents of this poster describe many important provisions of the Act. These provisions apply equally to employers and employees in either private The Act provides that employees may not be discharged or in any manner industry or the public sector. discriminated against for filing a complaint or exercising any of their rights under the Act. An employee who believes he or she has been discriminated EMPLOYER REQUIREMENTS: MIOSHA requires that each employer: against may file a complaint with the Michigan Department of Licensing and 1. Furnish to each employee employment and a place of employment Regulatory Affairs within 30 days of the alleged discrimination. which is free from recognized hazards that are causing or are likely to The U.S. Department of Labor is monitoring the operation of the Michigan cause death or serious physical harm to the employee. Occupational Safety and Health Administration (MIOSHA) to assure the 2. Comply with promulgated rules and standards and with orders issued effective administration of the state act. Any person may make a written pursuant to the Act. complaint regarding the state administration of the state act directly to the 3. Post this and other notices and use other appropriate measures to Regional Office of OSHA, 230 South Dearborn, Chicago, Illinois 60604. keep his or her employees informed of their protection and obligations CITATIONS: If upon inspection or investigation the Department of under the Act, including the provisions of applicable rules and Licensing and Regulatory Affairs believes that a requirement of the Act has standards. been violated, a citation alleging such violation and setting a time period for 4. Notify the Michigan Department of Licensing and Regulatory Affairs correction will be issued to the employer. The citation must be prominently within 8 hours of any work-related fatality. Notification may be posted at or near the place of the alleged violation for three days or until the accomplished by calling 1-800-858-0397. violation is corrected, whichever is later. 5. Notify the Michigan Department of Licensing and Regulatory The Act provides for first instance penalties of up to $7,000 for a violation. Affairs within 24 hours of all work-related inpatient hospitalizations, Penalties of up to $7,000 per day may be assessed for failure to correct a amputations and losses of an eye. Notification may be accomplished by violation within a proposed abatement period. Any employer who willfully calling 1-844-464-6742 (4MIOSHA). or repeatedly violates the Act may be assessed penalties of up to $70,000 for each such violation. Employers may appeal the alleged citation, the 6. Make available to employees, for inspection and copying, all medical records and health data in the employer’s possession pertaining to that proposed penalties or the abatement periods to the Department and to the Board of Health and Safety Compliance and Appeals. Employees may appeal employee. the abatement period in a similar manner. Employees also may appeal to the 7. Afford an employee an opportunity with or without compensation Board of Health and Safety Compliance and Appeals any decision issued by to attend all meetings between the Department of Licensing and the Department in response to an employer appeal. Regulatory Affairs and the employer relative to any appeal of a citation Criminal penalties also are provided for in the Act. A person who knowingly by the employer. makes a false statement or report pursuant to the Act upon conviction 8. Give the representative of employees the opportunity to accompany is punishable by a fine of up to $10,000 or may be imprisoned for not the department during the inspection or investigation of a place of employment and to prohibit the suffering of any loss of wages or fringe more than 6 months or both. Any willful violation resulting in death of an employee, upon conviction, is punishable by a fine of up to $10,000 or by benefits or discriminate against the representative of employees for imprisonment for not more than one year or both. A second conviction time spent participating in the inspection, investigation, or opening doubles the maximum monetary penalty and is punishable by imprisonment and closing conferences. for up to three years. 9. Provide personal protective equipment, at the employer’s expense, VOLUNTARY ACTIVITY & COMPLIANCE ASSISTANCE: The act encourages when it is specifically required by a MIOSHA standard. employers and employees to reduce workplace hazards voluntarily. 10. Not permit an employee, other than an employee whose presence The Michigan Department of Licensing and Regulatory Affairs offers is necessary to avoid, correct or remove an imminent danger, to limited on-site consultation assistance to employers to assist them in operate equipment or engage in a process which has been tagged achieving compliance with occupational safety and health standards. by the Department and which is the subject of an order issued by the Training specialists are available and can give advice on the correction of Department identifying that an imminent danger exists. hazardous conditions and on the development of safety and health systems. 11. To promptly notify an employee who was or is being exposed to toxic Department staff are available to conduct seminars and training relative to materials or harmful physical agents in concentrations or at levels occupational safety and health for both employer and employee groups. Employee Rights which exceed those prescribed by a MIOSHA standard. Requests for service should be addressed to theProtection department at Employee Polygraph Actthe address EMPLOYEE REQUIREMENTS: MIOSHA requires that each employee: shown below. Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are Thestandards Employee Polygraph Act prohibits most private employers from liewill detector 1. Comply with promulgated rules and and withProtection orders issued The U.S. Department of using Labor continue toTheenforce federal standards reasonably suspected of ship involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic tests either for pre‑employment screening or during the coursemaritime of employment. pursuant to the Act. governing operations of long shoring, shipbuilding, breaking loss toby thethe employer. PROHIBITIONS and ship repairing. These issues are not covered Michigan Plan for 2. Not remove, displace, destroy, or carry off a safeguard furnished or The law does not preempt any provision of any State or local law or any collective bargaining agreement which is Employers are prohibited requiring any employee or job applicant to take a lie Occupational Safety and Health. provided for use in a place of employment, orgenerally interfere in anyfrom way withor requesting more restrictive with respect to lie detector tests. detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee the use thereof by any other person. MORE INFORMATION: 08/2016 for refusing to take a test or for exercising other rights under the Act. EXAMINEE RIGHTS INSPECTIONS/INVESTIGATIONS: Inspections and investigations are Department of Licensing anD reguLatory affairs Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and conducted by trained personnel. The ActEXEMPTIONS requires that an employer ichigan occupationaL afety eaLthof a theDministration test. Examinees have a number of specific rights, including the right to a written notice before Federal, Statebe andgiven local governments are not affected Also, the law does not apply to tests s given by the& hlength representative and a representative of employees an opportunity to by the law.m testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized street, Box 30643 530security-related W. aLLegan Federal to certain private individuals activities. accompany the department representative forGovernment the purpose of aiding in the engaged in national persons. The Act permits polygraph (a kind of lie detector) tests to be administered in ,themprivate sector,48909-8143 subject to inspection or investigation. ichigan Lansing

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POSTERS

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FEDERAL CONTRACTOR Leyes de trabajo

FEDERAL CONTRACTOR Employment Laws

PROPINAS

Department of Labor

Notices

POSTER COMPLIANCE DATE 01/2019

Algunos trabajadores que dan apoyo "en conexión con" los contratos cubiertos por menos del 20 % de sus horas trabajadas en una semana podrían no tener derecho al salario mínimo establecido en la orden ejecutiva.

Ciertos principiantes, aprendices y estudiantes a tiempo completo que están empleados bajo certificados de salario submínimo no tienen derecho al salario mínimo establecido en la orden ejecutiva.

Los trabajadores empleados con contratos para servicios recreativos por temporada o alquiler de equipo recreativo por temporada para el público general en tierras federales, a excepción de cuando los trabajadores estén prestando servicios asociados con servicios de alimento o alojamiento, no tienen derecho al salario mínimo establecido en la EO.

También están exentos de la orden ejecutiva otros puestos de trabajo y trabajadores.

SALARIOS PREVALECIENTES

La División de Salarios y Horarios (Wage and Hour Division, WHD) del Departamento del Trabajo tiene la responsabilidad de hacer cumplir la EO. El personal de WHD puede responder preguntas, en persona o por teléfono, sobre sus derechos y protecciones en el lugar de trabajo. Podemos investigar a los empleadores y recuperar los salarios a los que tengan derecho los trabajadores, y aplicar las sanciones apropiadas a los contratistas cubiertos. Todos los servicios son gratuitos y confidenciales. La ley también prohíbe discriminar o despedir a los trabajadores que presenten una queja o participen en un procedimiento bajo la EO. Si usted no puede presentar una queja en inglés, WHD aceptará la queja en cualquier idioma. Puede encontrar la oficina de WHD más cercana en: https://www.dol.gov/whd/local/.

INFORMACIÓN ADICIONAL

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

La EO se aplica solo a los nuevos contratos de servicios y construcción federales, según lo define la Secretaría en los reglamentos.

Los trabajadores con discapacidades cuyos salarios están regidos por certificados especiales emitidos según la sección 14(c) de la Ley Federal de Normas Justas de Trabajo deben recibir no menos de la tasa de salario de la EO mínima completa.

Algunas leyes estatales o locales podrían ofrecer mayor protección al trabajador; los empleadores deben cumplir ambas.

Puede encontrar más información sobre la EO en: www.dol.gov/whd/flsa/eo13658.

WHD

DIVISIÓN DE HORAS Y SALARIOS DEPARTAMENTO DE TRABAJO DE LOS EE. UU.

1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd WH1089

REV. 01/2019

El Título VII de la Ley de Derechos Civiles (Civil Rights Act) de 1964, con sus modificaciones, protege a los postulantes y a los empleados contra la discriminación en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo, en función de raza, color, religión, sexo (incluidas las embarazadas) o procedencia. La discriminación religiosa se refiere a la falta de adaptación razonable a las prácticas religiosas de un empleado, siempre y cuando dicha adaptación no provoque una dificultad económica desmedida para la compañía.

DISCAPACIDAD

Los Títulos I y V de la Ley de Estadounidenses con Discapacidades (Americans with Disabilities Act) de 1990, con sus modificaciones, protege a las personas idóneas contra la discriminación por discapacidad en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo. La discriminación por discapacidad se refiere a la falta de adaptaciones razonables para las limitaciones físicas o mentales de una persona idónea que tiene una discapacidad y que es un postulante o un empleado, salvo que dichas adaptaciones provoquen una dificultad económica desmedida para la compañía.

EDAD

La Ley contra la Discriminación Laboral por Edad (Age Discrimination in Employment Act) de 1967, con sus modificaciones, protege a los postulantes y empleados de 40 años o más contra la discriminación por cuestiones de edad en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo.

No se le puede pagar menos de la tasa de pago indicada en la Decisión de Salarios Davis-Bacon fijada con este Aviso para el trabajo que Ud. desempeña.

SOBRETIEMPO

Se le ha de pagar no menos de tiempo y medio de su tasa básica de pago por todas las horas trabajadas en exceso de 40 en una semana laboral. Existen pocas excepciones. Se pueden retener pagos por contratos para asegurarse que los obreros reciban los salarios y el pago de sobretiempo debidos, y se podría aplicar daños y perjuicios si no se cumple con las exigencias del pago de sobretiempo. Las cláusulas contractuales de Davis-Bacon permiten la terminación y exclusión de contratistas para efectuar futuros contratos federales hasta tres años. El contratista que falsifique los registros certificados de las nóminas de pago o induzca devoluciones de salarios puede ser sujeto a procesamiento civil o criminal, multas y/o encarcelamiento.

APRENDICES

Las tasas de aprendices sólo se aplican a aprendices correctamente inscritos bajo programas federales o estatales aprobados.

PAGO APROPIADO

Si Ud. no recibe el pago apropiado, o precisa de información adicional sobre los salarios aplicables, póngase en contacto con el Contratista Oficial que aparece abajo:

KX 48268 KX 48269

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Existen plazos estrictos para presentar cargos por discriminación laboral. A fin de preservar la capacidad de la Comisión para la Igualdad de Oportunidades en el Empleo (Equal Employment Opportunity Commission, EEOC) de actuar en representación suya y proteger su derecho a iniciar una demanda privada si fuese necesario en última instancia, debe comunicarse con la EEOC apenas sospeche que se produjo un hecho de discriminación: Comisión para la Igualdad de Oportunidades en el Empleo de los Estados Unidos, 1-800-669-4000 (línea gratuita) o 1-800-669-6820 (línea gratuita TTY para las personas con problemas auditivos). Puede encontrar información sobre las sucursales de la EEOC en www.eeoc.gov o en la mayoría de las guías telefónicas en la sección Gobierno Federal o Gobierno de los Estados Unidos. También puede obtener información adicional sobre la EEOC, incluso cómo presentar un cargo, en www.eeoc.gov.

PERSONAS CON DISCAPACIDADES

La Sección 504 de la Ley de Rehabilitación de 1973, con sus modificaciones, prohíbe la discriminación laboral por discapacidad en cualquier programa o actividad que reciba asistencia financiera federal. Queda prohibida la discriminación en todos los aspectos laborales contra las personas discapacitadas que, con o sin adaptaciones razonables, pueden desempeñar las funciones esenciales del trabajo. Si cree que ha sido víctima de discriminación en algún programa de una institución que reciba asistencia financiera federal, debe comunicarse de inmediato con la agencia federal que brinda dicha asistencia. Versiones utilizables de la EEOC 9/02 y la OFCCP 8/08 con el Suplemento 11/09 EEOC-P/E-1

REV. 11/2009

“IOE es la Ley” Cartel Suplementario Sección revisada de empleadores que mantienen contratos o subcontratos federales

El Decreto Ejecutivo 11246, en su forma enmendada, prohibe la discriminación en el empleo por motivo de raza, color, religión, sexo, orientación sexual, identidad de género o nacionalidad y requiere programas de acción afirmativa para asegurar la igualdad de oportunidades en todos los aspectos de empleo.

SECRETO DE PAGO

WHD

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

El Decreto Ejecutivo 11246, en su forma enmendada, protege a los solicitantes y empleados de la discriminación por motivo de investigar, revelar o discutir su compensación o la compensación de otros solicitantes y empleados.

1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd

DIVISIÓN DE HORAS Y SALARIOS DEPARTAMENTO DE TRABAJO DE LOS EE.UU.

REV. 10/2017

WH1321 SPA

La sección de Personas con Discapacidades está revisada de la siguiente manera:

PERSONAS CON DISCAPACIDADES

La sección 503 de la Ley de Rehabilitación de 1973, en su forma enmendada, protege a personas calificadas con discapacidades de la discriminación en la contratación, promoción, despido, pago, beneficios adicionales, capacitación laboral, clasificación, referencia, y otros aspectos del empleo.

DERECHOS DEL TRABAJADOR

La discriminación por discapacidad incluye, el no realizar una adaptación razonable a las limitaciones físicas o mentales conocidas de un individuo calificado con discapacidad, ya sea un solicitante o empleado, salvo una carga excesiva para el empleador. La sección 503 también requiere que los contratistas federales tomen acción afirmativa para contratar y ayudar a progresar a individuos calificados con discapacidades en todos los niveles de empleo, incluido el nivel ejecutivo.

La sección Veteranos con Discapacidades Especiales, de la Era de Vietnam está revisada de la siguiente manera:

VETERANOS PROTEGIDOS

La Ley de Asistencia de Reajuste de los Veteranos de la Era de Vietnam de 1974, en su forma enmendada, 38 USC 4212, prohíbe la discriminación laboral y requiere la acción afirmativa para reclutar, contratar, y progresar en el empleo, a favor de los veteranos discapacitados, veteranos recientemente separados (es decir, dentro de los tres años de la descarga o liberación del servicio activo), veteranos en servicio activo en tiempos de guerra, veteranos insignia de campaña y veteranos de las fuerzas armadas con medalla de servicio.

Suplemento Obligatorio para la CIOE P/E-1(Revisado el 11/09) “IOE es la Ley” Cartel. Si usted cree que ha experimentado discriminación, contáctese con la OFCCP: 1-800-397-6251 | TTY 1-877-889-5627 | www.dol.gov.

SEGÚN ORDEN EJECUTIVA 13706

LICENCIA REMUNERADA POR ENFERMEDAD PARA CONTRATISTAS FEDERALES

Transparencia en el pago Disposición sobre no discriminación

LICENCIA REMUNERADA POR ENFERMEDAD DE 1 HORA POR CADA 30 HORAS TRABAJADAS, HASTA 56 HORAS CADA AÑO LICENCIA REMUNERADA POR ENFERMEDAD

La orden ejecutiva 13706, que establece licencia remunerada por enfermedad para contratistas federales, requiere que ciertos empleadores que tienen contratos con el gobierno federal ofrezcan a los empleados que trabajen en esos contratos o en conexión con estos 1 hora de licencia remunerada por enfermedad por cada 30 horas que trabajen, hasta 56 horas de licencia remunerada por enfermedad cada año. Se debe permitir a los empleados que usen la licencia remunerada por enfermedad para sus propias enfermedades, lesiones u otras necesidades relacionadas con la salud, incluso cuidado preventivo; para ayudar a un miembro de la familia que esté enfermo, lesionado o tenga otras necesidades relacionadas con la salud, incluso tratamiento preventivo; o a raíz de ayudar a un familiar que sea víctima de violencia doméstica, asalto sexual o acoso. Se requiere que los empleadores informen a los empleados del saldo de su licencia remunerada por enfermedad y deben aprobar todas las solicitudes válidas para usar la licencia remunerada por enfermedad. También rigen las reglas sobre cuándo y cómo los empleados deben pedir su licencia remunerada por enfermedad. Puede encontrar más información sobre los requisitos de la licencia remunerada por enfermedad en www.dol.gov/whd/govcontracts/eo13706

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

WHD

APLICACIÓN DE LA LEY

La División de Salarios y Horarios (Wage and Hour Division, WHD), la cual es responsable por asegurarse de que los empleadores cumplan con la Orden Ejecutiva 13706, tiene oficinas por todo el país. El personal de WHD puede responder preguntas, en persona o por teléfono, sobre sus derechos y protecciones en el lugar de trabajo. WHD puede investigar a los empleadores y recuperar los salarios a los que tengan derecho los trabajadores. Todos los servicios son gratuitos y confidenciales. Si usted no puede presentar una queja en inglés, WHD aceptará la queja en cualquier idioma.

INFORMACIÓN ADICIONAL

La Orden ejecutiva 13706 rige en contratos nuevos y reemplazos de contratos vencidos con el gobierno federal a partir del 1 de enero de 2017. Rige en contratos federales para la construcción y muchos tipos de contratos federales por servicios.

El contratista no podrá despedir ni de ninguna otra manera discriminar contra empleados o solicitantes porque han preguntado acerca de, discutido o revelado su propio salario o el salario de otro empleado o solicitante. Sin embargo, los empleados que tienen acceso a la información de compensación de otros empleados o solicitantes como parte de sus funciones de trabajo esenciales no pueden revelar el salario de otros empleados o solicitantes a las personas que de lo contrario no tienen acceso a la información de compensación, a menos que la revelación sea (a) en respuesta a una queja o acusación formal, (b) en cumplimiento de una investigación, procedimiento, audiencia o acción, incluyendo una investigación llevada a cabo por el empleador, o (c) consistente con la obligación legal del contratista para proporcionar la información. 41 CFR 60-1.35(c)

La ley prohíbe discriminar o despedir a los trabajadores que presenten una queja o participen en un procedimiento bajo la Orden ejecutiva.

SEGÚN LA LEY NACIONAL DE RELACIONES DEL TRABAJO

Según la LNRT, usted tiene derecho a: • Organizar un sindicato para negociar con su empleador respecto de su salario, sus horarios de trabajo y otros términos y condiciones de empleo. • Fundar, unirse o ayudar a un sindicato. • Negociar colectivamente con su empleador, a través de representantes elegidos por los empleados, los contratos que fijen su salario, beneficios, horarios y otras condiciones laborales. • Discutir sus términos y condiciones de empleo, o la organización de su sindicato, con sus compañeros de trabajo o un sindicato. • Actuar con uno o más compañeros de trabajo para mejorar sus condiciones laborales ocupándose, entre otras cosas, de hacer llegar directamente a su empleador o a un organismo gubernamental las quejas relacionadas con su trabajo, y buscar ayuda de un sindicato. • Realizar huelgas y piquetes, según el propósito o los medios de esas huelgas o piquetes. • Decidir no participar en cualquiera de esas actividades, incluso la de unirse o continuar como miembro de un sindicato.

 

LEY DE CONTRATOS POR SERVICIOS (SCA-SIGLAS EN INGLÉS) LEY DE CONTRATOS PÚBLICOS (PCA-SIGLAS EN INGLÉS)

SALARIOS MINIMOS

Su tasa de pago no puede ser inferior al salario mínimo establecido por la Ley de Normas Justas de Trabajo (FLSA-siglas en inglés).

BENEFICIOS ADICIONALES

Las determinaciones de salarios bajo SCA pueden exigir pagos de beneficios adicionales (o un equivalente en efectivo). Contratos bajo PCA no exigen beneficios adicionales.

EMPLOYEE RIGHTS

Se podría exigir una tasa superior para contratos bajo SCA si se aplica una determinación de salarios. Dicha determinación de salarios se fijará a este aviso como adición.

PAGO DE SOBRETIEMPO Se le ha de pagar tiempo y medio (1.5) de su tasa básica de pago por todas las horas trabajadas en exceso de 40 por semana. Existen algunas excepciones. UNDER THE NATIONAL LABOR RELATIONS ACT TRABAJO DE MENORES

THIS ESTABLISHMENT IS PERFORMING GOVERNMENT CONTRACT WORK SUBJECT TO: (CHECK ONE)

 

SERVICE CONTRACT ACT (SCA) PUBLIC CONTRACTS ACT (PCA)

Favor de ponerse en contacto con la Administración de Seguridad y Salud Ocupacionales (OSHA-siglas en inglés) llamando al 1-800-321-OSHA (1-800-321-6742), o

visitando www.osha.gov Under the NLRA, you have the right to: • Organize a union to negotiate with your employer concerning your wages, hours, and other terms and conditions of DEPARTMENT OF LABOR DIVISIÓN DE HORAS Y SALARIOS employment. WHD DEPARTAMENTO DE TRABAJO DE LOS EE.UU. UNITED STATES OF AMERICA • Form, join or assist a union. • Bargain collectively through representatives of employees’ own choosing for a contract with your employer setting your wages, benefits, hours, and other working conditions. DEPARTAMENTO DE TRABAJO EEUU • Discuss your terms and conditions of employment or union organizing with your co-workers or aDE union. El propósito de lo que se presenta a continuación es aconsejar a contratistas sujetos a la Ley Walsh-Healey De Contratos Públicos o a laamong Ley de Contratos por means, Servicios sobre las provisiones principales de estas dos leyes. • Take action with one or more co-workers to improve your working conditions by, other raising work-related complaints directly with your employer or with a government agency, seeking helpSOBRE from aCONTRATOS union. LEYand WALSH-HEALEY PÚBLICOS generales — Esta ley se aplica a contratos que exceden, o que puedan exceder, $10,000 • Strike and picket, depending on the purpose or means of the strikeProvisiones or the picketing. contratados por cualquier agencia o entidad de los Estados Unidos para la fabricación o para proveer • Choose not to do any of these activities, including joining or remaining a member a union. materiales, provisiones,of artículos o equipo. La Ley establece salario mínimo, horas máximas, y normas

MINIMUM WAGES Your rate must be no less than the federal minimum wage established by the Fair Labor Standards Act (FLSA).

OVERTIME PAY

You must be paid 1.5 times your basic rate of pay for all hours worked over 40 in a week. There are some exceptions.

CHILD LABOR

No person under 16 years of age may be employed on a PCA contract.

Specific DOL agencies are responsible for the administration of these laws. To file a complaint or obtain information, contact the Wage and Hour Division (WHD) by calling its toll-free help line at 1-866-4-USWAGE (1-866-487-9243), or visit www.dol.gov/whd Contact the Occupational Safety and Health Administration (OSHA) by calling 1-800-321-OSHA (1-800-321-6742), or visit www.osha.gov

WHD

WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR

The purpose of the discussion below is to advise contractors which are subject to the WalshHealey Public Contracts Act or the Service Contract Act of the principal provisions of these acts.

WALSH-HEALEY PUBLIC CONTRACTS ACT General Provisions — This act applies to contracts which exceed or may exceed $10,000 entered into by any agency or instrumentality of the United States for the manufacture or furnishing of materials, supplies, articles, or equipment. The act establishes minimum wage, maximum hours, and safety and health standards for work on such contracts, and prohibits the employment on contract work of convict labor (unless certain conditions are met) and children under 16 years of age. The employment of homeworkers (except homeworkers with disabilities employed under the provisions of Regulations, 29 CFR Part 525) on a covered contract is not permitted.

Según la LNRT, es ilegal que su empleador: • Le prohíba solicitar para un sindicato durante horarios no laborables –como antes o después del trabajo, o durante los recreos–, o distribuir materiales sobre el sindicato fuera de los horarios laborables y fuera de las zonas de trabajo, como en estacionamientos o salas de descanso. • Lo cuestione sobre su apoyo al sindicato o sus actividades relacionadas en forma tal que desaliente su participación en ello. • Lo despida, lo baje de categoría o lo transfiera, reduzca la cantidad de horas que trabaja o cambie su turno, tome cualquier otro tipo de acción en su contra, o amenace con hacerlo, porque usted se ha unido o apoya a un sindicato, o porque ha participado en actividades concertadas de asistencia y protección mutua, o haya decidido no participar en ese tipo de actividades. • Amenace cerrar su lugar de trabajo si los trabajadores eligen un sindicato para que los represente. • Prometa u otorgue promociones, o pague aumentos u otros beneficios para desalentar o alentar el apoyo a un sindicato. • Le prohíba usar gorras, botones, camisetas y prendedores del sindicato en el lugar de trabajo, excepto bajo circunstancias especiales. • Espíe o filme actividades y reuniones sindicales pacíficas, o simule hacerlo.

Se prohíbe el empleo de menores de 16 años de edad en contratos bajo PCA.

DE EDAD The NLRA guarantees the right of employees to organize and bargain collectively with their employers, and to engage in other protected concerted activity. Employees covered by the NLRA* are protected from certain types of employer and El trabajo ha deobligations desempeñarse bajo higiénicas y no arriesgadas o peligrosas para la salud y seguridad del empleado. SEGURIDAD Y SANIDAD union misconduct. This Notice gives you general information about your rights, and about the of condiciones employers and unions under the NLRA. Contact the National Labor Relations Board, the Federal agency that investigates and La responsabilidad para la administración de estas leyes le corresponde a ciertas agencias específicas del Departamento de Trabajo (DOL–siglas en inglés). Para sentar una CUMPLIMIENTO resolves complaints under the NLRA, using the contact information supplied below, ifdenuncia you uhave any questions about obtener información, gavor de ponerse en contacto con la División de Horas y Salarios (WHD-siglas en inglés para la Sección) llamando gratuitamente a la línea specific rights that may apply in your particular workplace. de asistencia 1-866-4-USWAGE (1-866- 487-9243), o visitando www.dol.gov/whd

EMPLOYEE RIGHTS ON GOVERNMENT CONTRACTS

1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd

has determined to be prevailing in the locality for the classification in which the employee is working or the wage rates and fringe benefits (including any accrued or prospective wage rates and fringe benefits) contained in a predecessor contractor’s collective bargaining agreement. The wage rates and fringe benefits required are usually specified in the contract but in no case may employees doing work necessary for the performance of the contract be paid less than the minimum wage established in section 6(a)(1) of the Fair Labor Standards Act. Service contracts which do not exceed $2,500 are not subject to prevailing rate determinations or to the safety and health requirements of the act. However, the act does require that employees performing work on such contracts be paid not less than the minimum wage rate est

In addition to its coverage of prime contractors, the act under certain circumstances applies to secondary contractors performing work under contracts awarded by the Government prime contractor. All provisions of the act except the safety and health requirements are administered by the Wage and Hour Division. Minimum Wage — Covered employees must currently be paid not less than the Federal minimum wage established in section 6(a)(1) of the Fair Labor Standards Act.

Under the NLRA, it is illegal for your employer to: • Prohibit you from soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms. • Question you about your union support or activities in a manner that discourages you from engaging in that activity. • Fire, demote, or transfer you, or reduce your hours or change your shift, or otherwise take adverse action against you, or threaten to take any of these actions, because you join or support a union, or because you engage in concerted activity for mutual aid and protection, or because you choose not to engage in any such activity. • Threaten to close your workplace if workers choose a union to represent them. • Promise or grant promotions, pay raises, or other benefits to discourage or encourage union support. • Prohibit you from wearing union hats, buttons, t-shirts, and pins in the workplace except under special circumstances. • Spy on or videotape peaceful union activities and gatherings or pretend to do so.

de seguridad y salud para trabajo realizado bajo dichos contratos, y prohíbe el empleo, en trabajo contratado, de presidiarios (a menos que se cumplan ciertas condiciones) y de menores de 16 años

Under the is illegal for acaseros union orel de for the union de edad. No NLRA, se permite elitempleo de trabajadores (salvo trabajadores caseros con empleados provisiones de 29 with CFR Partyour 525) en contratos sujetos a esta ley. thatincapacidades represents youbajo inlasbargaining employer to: Además de aplicarse a contratistas primarios, bajo ciertas circunstancias se aplica esta ley a contratistas secundarios que realicen trabajo bajo contratos concedidos por el contratista primario del gobierno. • Threaten you ythat you will lose job unless La División de Horas Salarios administra todas your las provisiones de la ley you salvo las exigencias sobre seguridad y salud. support the union. Salario Mínimo — Actualmente se le ha de pagar a todo empleado bajo el alcance de esta ley por • Refuse to process a grievance because you have lo menos el salario mínimo federal establecido en la división 6(a)(1) de la Ley de Normas Justas de criticized union officials or because you are not a member Trabajo. of the union. Sobretiempo — Se les ha de pagar a trabajadores bajo el alcance de esta ley tiempo y medio de su tasa básica de pago por cada hora trabajada en exceso de 40 por semana. El pago de sobretiempo • Use or maintain discriminatory standards or en procedures in para debe basarse en el total de horas que le haya tomado al empleado, cualquier semana, desempeñarjob trabajo, gubernamental gubernamental, making referrals fromy no a hiring hall. sujeto a esta ley. Trabajo de Menores de Edad — El empresario se puede proteger contra infracciones no intencionales • Cause or attempt to cause an employer to discriminate de trabajo de menores de edad obteniendo certificados de edad. Se aceptan certificados estatales de against empleo o deyou edad.because of your union-related activity. Seguridad y Sanidad — No seaction permite realizar trabajo bajobased el alcanceon de esta ley en establecimientos, • Take other adverse against you whether fábricas, edificios, sitios o bajo condiciones laborales que sean insalubres, arriesgadas o peligrosas para you have joined or support theenunion. la salud y seguridad de empleados ocupados la realización del contrato. La Administración de Seguridad y Salud Ocupacionales administra las provisiones de seguridad y

sanidad de la Ley Walsh-Healey Sobre Contratos Públicos. If you and your coworkers select a union to act as your Avisos — Durante el período en que se realiza trabajo bajo un contrato sujeto a la ley, el contratista collective bargaining representative, your employer and the ha de colocar ejemplares del Aviso A Empleados Trabajando Bajo Contratos Gubernamentales en varios sitosrequired para que los empleados puedan ejemplar o a la salida de su sitio de union are to bargain inobservar goodunfaith in en a camino genuine empleo. effort to reach a written, binding agreement setting your La Responsabilidad de Contratistas Secundarios — Los contratistas primarios tienen terms and conditions of employment. The union is required responsabilidad legal sobre infracciones de la ley cometidas por sus contratistas secundarios bajo el to fairly you in bargaining and enforcing the alcancerepresent de esta ley. agreement.

LA LEY DE CONTRATOS POR SERVICIOS

Provisiones Generales — La Ley De Contratos Por Servicios se aplica a todo contrato concedido

Illegal conduct will not be permitted. If you believe your rights or the rights others have been violated, you should por los Estadosof Unidos o el Distrito de Columbia, cuyo propósito principal sea proveer servicios en Estados Unidos con el empleo de empleados presten servicios. Contratistas y subcontratistas contact the NLRB promptly to protect your rights, generally within six los months of the unlawful activity.queYou may inquire about realizando trabajo bajo dichos contratos federales han de cumplir con las normas de salario mínimo, possible violations without your employer or anyone else being informed of ythe inquiry. Charges mayregistros, be filed byque any person seguridad sanidad, además de mantener ciertos a menos se aplique una exención específica. and need not be filed by the employee directly affected by the violation. The NLRB may order an employer to rehire a worker fired in violation of the law and to pay lost wages and benefits, and may order an employer or union to cease violating the law. Employees should seek assistance from the nearest regional NLRB office, which can be found on the Agency’s website: www.nlrb.gov.

Overtime — Covered workers must be paid at least one and one-half times their basic rate of pay for all hours worked in excess of 40 a week. Overtime is due on the basis of the total hours spent in all work, Government and non-Government, performed by the employee in any week in which covered work is performed. Child Labor — Employers may protect themselves against unintentional child labor violations by obtaining certificates of age. State employment or age certificates are acceptable.

Copyright 2019 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA This poster is in compliance with federal posting requirements.

Safety and Health — No covered work may be performed in plants, factories, buildings, or surroundings or under work conditions that are unsanitary or hazardous or dangerous to the health and safety of the employees engaged in the performance of the contract. The safety and health provisions of the Walsh-Healey Public Contracts Act are administered by the Occupational Safety and Health Administration.

Click on the NLRB’s page titled “About Us,” which contains a link, ISBN “Locating Our Offices.” You can also contact the NLRB by 978-1-61099-838-3 calling toll-free: 1-866-667-NLRB (6572) or (TTY) 1-866-315-NLRB (6572) for hearing impaired.

1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd

WH1313 SPA

Salarios y Beneficios Adicionales — A todo empleado que preste servicios para desempeñar cualquier trabajo en un contrato gubernamental por servicios en exceso de $2,500 se le ha de pagar no menos de las tasas monetarias, y se le ha de proporcionar los beneficios adicionales, que el/la Secretario(a) de Trabajo haya determinado prevalecientes en la localidad para la clasificación bajo la cual el empleado esté trabajando o las tasas de pago y beneficios adicionales (incluyendo cualquier tasa de pago y beneficios adicionales acumulados o anticipados) contenidos en el acuerdo colectivo del contratista antecesor. Se suele especificar en el contrato las tasas de pago y los beneficios adicionales exigidos. No obstante, bajo ninguna situación se permite pagar menos del salario mínimo establecido en la división 6(a)(1) de la Ley de Normas Justas de Trabajo a empleados desempeñando trabajo necesario para el cumplimiento del contrato. Contratos por servicios que no excedan $2,500 no están sujetos a las determinaciones de tasas prevalecientes o a las exigencias de seguridad y sanidad de la ley. No obstante, la ley sí exige que se les pague a empleados desempeñando trabajo bajo dichos contratos no menos del salario mínimo establecido por la división 6(a)(1) de la Ley de Normas Justas de Trabajo. Sobretiempo — La Ley de Normas Justas de Trabajo y la Ley Sobre Horas Laborales y Normas de Seguridad Para Contratos pueden exigir el pago de sobretiempo a tiempo y medio de la tasa regular de pago por toda hora trabajada para el contrato en exceso de 40 horas por semana. La Ley Sobre Horas Laborales y Normas de Seguridad Para Contratos tiene menos alcance que la Ley de Normas Justas de Trabajo y generalmente se aplica a contratos del Gobierno en exceso de $100,000 que exigen o incluyen el empleo de obreros, mecánicos, guardias, serenos. Seguridad y Sanidad — La ley especifica que ninguna parte de los servicios prestados bajo contratos en exceso de $2,500 debe realizarse en edificios o sitios o bajo condiciones laborales, proporcionadas por o bajo el control o supervisión del contratista o subcontratista, que sean insalubres, arriesgadas o peligrosas para la salud y seguridad de los empleados ocupados en la ejecución del contrato. La Administración de Seguridad y Salud Ocupacionales administra las provisiones de seguridad y sanidad de la Ley De Contratos Por Servicios. Aviso a los Empleados — En la fecha que comience a trabajar un empleado prestando servicios bajo un contrato en exceso de $2,500, el contratista (o subcontratista) ha de proveerle al empleado un aviso sobre la compensación exigida por la ley. Se puede cumplir con la exigencia del aviso (inclusive cualquier determinación aplicable de salarios), contenido al lado inverso, colocándolo donde lo puedan ver todos los empleados trabajando en el contrato. Aviso en Subcontratos — Se le exige al contratista insertar las cláusulas sobre las normas laborales especificadas por los reglamentos en 29 CFR Part 4 para contratos por servicios federales que excedan $2,500 en todos los subcontratos. Responsabilidad de Contratistas Secundarios — Los contratistas primarios tienen responsabilidad legal por infracciones de la ley cometidas por contratistas secundarios.

200 CONSTITUTION AVENUE NW | WASHINGTON, DC 20210 | tel: 1-800-397-6251 | TTY: 1-877-889-5627 | www.dol.gov/ofccp

La Ley Nacional de Relaciones del Trabajo (LNRT) garantiza el derecho de los empleados a organizarse y negociar colectivamente con sus empleadores, y a participar en otras actividades concertadas protegidas. Los empleados cubiertos por la LNRT * están protegidos contra ciertos tipos de conductas inapropiadas por parte de los empleadores y sindicatos. En este Aviso encontrará información general sobre sus derechos y las obligaciones de los empleadores y los sindicatos según la LNRT. Si tiene alguna pregunta sobre derechos específicos que puedan ser aplicables a su lugar de trabajo, utilice la información de contacto que se proporciona más adelante para contactarse con la Junta Nacional de Relaciones Laborales, la agencia federal que investiga y resuelve las quejas basadas en la LNRT.

REV. 09/2016

WH1090

Si usted cree que ha experimentado discriminación contacte OFCCP 1.800.397.6251 | TTY 1.877.889.5627 | www.dol.gov/ofccp DEPARTMENT OF LABOR UNITED STATES OF AMERICA OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS

OFCCP

DERECHOS DE LOS EMPLEADOS

Algunas leyes estatales y locales también requieren que los empleados reciban licencia remunerada por enfermedad. Los empleadores deben cumplir con todos los requisitos aplicables.

1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd/govcontracts

DIVISIÓN DE HORAS Y SALARIOS DEPARTAMENTO DE TRABAJO DE LOS EE. UU.

DERECHOS DEL EMPLEADO BAJO CONTRATOS GUBERNAMENTALES

A higher rate may be required for SCA contracts if a wage determination applies. Such wage determination will be posted as an attachment to this notice.

m

Programas o actividades que reciben asistencia financiera federal RAZA, COLOR, PROCEDENCIA, SEXO

Además de las protecciones establecidas en el Título VII de la Ley de Derechos Civiles de 1964 y sus modificaciones, el Título VI de dicha ley, con sus modificaciones, prohíbe la discriminación por raza, color o procedencia en los programas o las actividades que reciban asistencia financiera federal. La discriminación laboral está cubierta por el Título VI si el objetivo principal de la asistencia financiera es brindar empleo, o si la discriminación laboral provoca o puede provocar discriminación cuando se proporcionan los servicios de dichos programas. El Título IX de las Reformas Educativas de 1972 prohíbe la discriminación laboral según el sexo en los programas o las actividades educativas que reciben asistencia financiera federal.

Empleadores que tengan contratos o subcontratos con el gobierno federal

La sección del Decreto Ejecutivo 11246 está revisada de la siguiente manera:

FRINGE BENEFITS SCA wage determinations may require fringe benefit payments (or a cash equivalent). PCA contracts do not require fringe benefits.

WORKP AC PO CY

Toda persona que considere que un contratista violó sus obligaciones de acción afirmativa o no discriminación según las autoridades mencionadas anteriormente debe comunicarse de inmediato con:

Los postulantes y empleados de las compañías que tengan un contrato o subcontrato con el gobierno federal están protegidos por la ley federal contra la discriminación en función de:

RAZA, COLOR, RELIGIÓN, SEXO, ORIENTACIÓN SEXUAL, IDENTIDAD DE GÉNERO, NACIONALIDAD

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REPRESALIAS

La Oficina de Programas de Cumplimiento de Contratos Federales (OFCCP), Departamento de Trabajo de los Estados Unidos, 200 Constitution Avenue, N.W., Washington, D.C. 20210, teléfono 1-800-397-6251 (línea gratuita) o (202) 693-1337 (línea TTY). También puede enviar un mensaje de correo electrónico a la OFCCP (OFCCP-Public@dol.gov) o bien, llamar a una de sus oficinas regionales o del distrito, las cuales aparecen en la mayoría de las guías telefónicas en la sección Gobierno de los Estados Unidos, Departamento de Trabajo.

ESTE ESTABLECIMIENTO REALIZA TRABAJO BAJO CONTRATO DEL GOBIERNO SUJETO A

h

VETERANOS DISCAPACITADOS, RECIÉN RETIRADOS, BAJO PROTECCIÓN Y CON MEDALLA POR SERVICIO A LAS FUERZAS ARMADAS

La Ley de Asistencia a la Readaptación de Veteranos de Vietnam (Vietnam Era Veterans’ Readjustment Assistance Act) de 1974, con sus modificaciones, 38 U.S.C. 4212, prohíbe la discriminación laboral y exige que se implementen acciones afirmativas para emplear y avanzar en el empleo de los veteranos discapacitados, recién retirados (en el plazo de los tres años posteriores a la baja o al cese del servicio activo), otros veteranos bajo protección (los veteranos que prestaron servicio durante una guerra o en una campaña o expedición para la cual se les autorizó una insignia de campaña) y los veteranos con medalla por servicio a las Fuerzas Armadas (aquellos que durante el servicio activo, participaron en una operación militar de los Estados Unidos por la cual se los reconoció con una medalla por servicio a las Fuerzas Armadas). Quedan prohibidas las represalias contra una persona que presenta una demanda por discriminación, participa en un procedimiento de la Oficina de Programas de Cumplimiento de Contratos Federales (Office of Federal Contract Compliance Programs, OFCCP) o que se oponga, de algún otro modo, a la discriminación según estas leyes federales.

El Título II de la Ley de No Discriminación por Información Genética (Genetic Information Nondiscrimination Act, GINA) de 2008 protege a los postulantes y empleados contra la discriminación basada en la información genética en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo. La GINA también limita la adquisición de información genética por parte de los empleadores y condiciona de manera estricta su divulgación. La información genética incluye las pruebas genéticas de los postulantes, empleados o integrantes de sus familias, la manifestación de enfermedades o trastornos de los miembros de la familia (historia médica familiar) y las solicitudes o la recepción de servicios genéticos por parte de los postulantes, empleados o integrantes de sus familias.

(MARQUE UNO):

Eng

PERSONAS CON DISCAPACIDADES

La Sección 503 de la Ley de Rehabilitación (Rehabilitation Act) de 1973, con sus modificaciones, protege a las personas idóneas contra la discriminación por discapacidad en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo. La discriminación por discapacidad se refiere a la falta de adaptaciones razonables para las limitaciones físicas o mentales de una persona idónea que tiene una discapacidad y que es un postulante o un empleado, salvo que dichas adaptaciones provoquen una dificultad económica desmedida para la compañía. La Sección 503 también exige que los contratistas federales implementen acciones afirmativas para emplear y avanzar en el empleo de personas idóneas con discapacidades en todos los niveles laborales, incluido el nivel ejecutivo.

GENÉTICA

Además de lo establecido en el Título VII de la Ley de Derechos Civiles, con sus modificaciones, la Ley de Igualdad en las Remuneraciones (Equal Pay Act) de 1963, con sus modificaciones, también prohíbe la discriminación sexual en el pago de los salarios a las mujeres y los hombres que realicen básicamente el mismo trabajo, en empleos que requieran las mismas habilidades, esfuerzo y responsabilidad, en condiciones laborales similares, en el mismo establecimiento.

Todas estas leyes federales prohíben a las entidades cubiertas que tomen represalias en contra de una persona que presenta una cargo por discriminación, participa en un procedimiento por discriminación o que, de algún otro modo, se opone a una práctica laboral ilícita.

CUMPLIMIENTO

RAZA, COLOR, RELIGIÓN, SEXO, PROCEDENCIA

El Decreto Ejecutivo 11246, con sus modificaciones, prohíbe la discriminación en el trabajo en función de raza, color, religión, sexo o procedencia y exige que se implementen acciones afirmativas para garantizar la igualdad de oportunidades en todos los aspectos laborales.

SEXO (SALARIOS)

QUÉ DEBE HACER SI CONSIDERA QUE ES VÍCTIMA DE LA DISCRIMINACIÓN

o póngase en contacto con la División de Horas y Salarios del Departamento de Trabajo de los EE.UU.

U.S. DEPARTMENT OF LABOR

KX 39525

Los empleados cubiertos que reciben propina deben recibir un salario en efectivo de por lo menos $7.40 por hora, en vigor del 1° de enero de 2019 al 31 de diciembre de 2019. Si las propinas de un trabajador en combinación con el salario en efectivo exigido de por lo menos $7.40 por hora pagado por el contratista no equivalen al salario mínimo por hora establecido en la orden ejecutiva para contratistas, el contratista debe aumentar el salario en efectivo pagado para cubrir la diferencia. También se deben cumplir otras condiciones.

APLICACIÓN DE LA LEY

REPRESALIAS

P ce

Federa Contractor Combo Poster Update Serv ce

P ce

EXCLUSIONES

La Orden ejecutiva 13658 (EO) exige que los contratistas federales les paguen a los trabajadores que estén haciendo trabajo para o en conexión con los contratos cubiertos por el gobierno federal, por lo menos: (1) $10.10 por hora a partir del 1º de enero de 2015, y (2) a partir del 1° de enero de 2016, y anualmente de ahí en adelante, un importe de ajuste por inflación determinado por la Secretaría de Trabajo según la Orden ejecutiva y regulaciones apropiadas. El salario mínimo por hora establecido en la orden ejecutiva en vigor entre el 1° de enero de 2019 y el 31 de diciembre de 2019 es $10.60.

DERECHOS DEL EMPLEADO BAJO LA LEY DAVIS-BACON PARA OBREROS Y MECÁNICOS EMPLEADOS EN PROYECTOS DE CONSTRUCCIÓN FEDERAL O CON ASISTENCIA FEDERAL

WH1313

10 24 $32 85 ea 5 9 $36 30 ea 1 4 $39 95 ea

Los postulantes y empleados de la mayoría de los empleadores privados, los gobiernos locales y estatales, las instituciones educativas, las agencias de empleo y las organizaciones de trabajo están protegidos por la ley federal contra la discriminación en función de:

RAZA, COLOR, RELIGIÓN, SEXO, PROCEDENCIA

La ley exige que ciertos empleadores exhiban este cartel donde sea visible por los empleados.

DEPARTMENT OF LABOR UNITED STATES OF AMERICA

P oduc Code

Empleadores privados, gobiernos locales y estatales, instituciones educativas, agencias de empleo y organizaciones de trabajo

$10.60

SAFETY & HEALTH Work must be performed under conditions that are sanitary, and not hazardous or dangerous to employees’ health and safety.

Fou popu a op cs on one pos e • Ema and Soc a Med a • D ug F ee Wo kp ace • Wo kp ace V o ence • Sexua Ha assmen • 26 W x 40 L am na ed

Avisos

La igualdad de oportunidades de empleo es LA LEY

SEGÚN ORDEN EJECUTIVA 13658

ENFORCEMENT

Workp ace Po cy Awareness Poster

Department of Labor

POSTER COMPLIANCE DATE 01/2019

DERECHOS DEL TRABAJADOR SALARIO MÍNIMO FEDERAL PARA CONTRATISTAS POR HORA EN VIGOR DEL 1º DE ENERO DE 2019 AL 31 DE DICIEMBRE DE 2019

SALARIO MÍNIMO

7

Según la LNRT, es ilegal que un sindicato, o el sindicato que lo representa en las negociaciones con su empleador: • Lo amenace con la pérdida de su trabajo a menos que apoye al sindicato. • Rechace procesar una queja porque usted ha criticado a los representantes sindicales o porque no es miembro del sindicato. • Use o mantenga estándares o procedimientos discriminatorios al realizar recomendaciones desde una oficina de contratación. • Cause o intente causar que un empleador discrimine en contra suya por sus actividades relacionadas con el sindicato. • Emprenda acciones en su contra que dependan de si usted se unió a un sindicato o no. Si usted y sus compañeros de trabajo eligen un sindicato para que los represente en forma colectiva, su empleador y el sindicato deben negociar en buena fe con genuino esfuerzo para lograr un acuerdo vinculante y por escrito que fije los términos y condiciones de su empleo. El sindicato está obligado a representarlo justamente en las negociaciones y el cumplimiento del acuerdo.

Los comportamientos ilegales no serán permitidos. Si usted cree que sus derechos, o los de otros, han sido violados, debe contactarse con la NLRB rápidamente para protegerlos, por lo general dentro de los seis meses de la actividad ilegal. Puede preguntar sobre posibles infracciones sin que se informe a su empleador, o a cualquier otra persona, sobre su consulta. Los cargos pueden ser presentados por cualquier persona, no es necesario que lo haga el empleado directamente afectado por la infracción. La NLRB puede obligar a un empleador a recontratar a un empleado y pagarle por los salarios y beneficios no percibidos cuando haya sido despedido en contra de la ley; también puede obligar a un empleador o a un sindicato a dejar de infringir la ley. Los empleados deben buscar asistencia en la oficina regional más cercana de la NLRB; podrán encontrarla en el sitio web de la agencia: www.nlrb.gov. Haga clic sobre la página de la NLRB titulada “Quienes somos” (About Us), que contiene el enlace “Encuentre nuestras oficinas” (Locating Our Offices). También puede contactar a la NLRB a través de su línea telefónica gratuita: 1-866-667-NLRB (6572) ó (TTY) 1-866-315-NLRB (6572) para los sordos e hipoacúsicos. *

La Ley Nacional de Relaciones del Trabajo afecta a la mayoría de los empleadores del sector privado. Entre quienes están excluidos de la NLRA se encuentran los empleados del sector público, los trabajadores agrícolas y domésticos, los contratistas independientes, los trabajadores empleados por sus padres o sus cónyuges, los empleados de los transportes aéreos y ferroviarios cubiertos por la Ley Laboral de Ferrocarriles, y los supervisores (aunque los supervisores que hayan sido discriminados por rehusarse a infringir la NLRA pueden estar cubiertos por ella).

Otras Obligaciones — El cumplimiento con las normas laborales de estas leyes no exonera al empresario de ninguna otra obligación que él pueda tener bajo cualquier otra ley o acuerdo que exijan normas laborales superiores. Información Adicional — Se puede obtener información adicional y ejemplares de las leyes y de reglamentos e interpretaciones aplicables de la oficina más cercana de la División de Horas y Salarios o de la Oficina Nacional en Washington, D.C. Se puede obtener información referente a las normas de seguridad y sanidad de la oficina más cercana de la Administración de Seguridad y Salud Ocupacionales o de la Oficina Nacional en Washington, D.C.

Este es un Aviso Oficial del Gobierno y no debe ser dañado por nadie.

Departamento de Trabajo de los EE. UU.

WH1313 SPA

REV. 04/2009 SCAN ME!

To update your employment law posters contact J. J. Keller & Associates, Inc.

JJKeller.com/employmentlaw 800-327-6868

* The National Labor Relations Act covers most private-sector employers. Excluded from coverage under the NLRA are public-sector employees, agricultural and domestic workers, independent contractors, workers employed by a parent or spouse, employees of air and rail carriers covered by the Railway Labor Act, and supervisors (although supervisors that have been discriminated against for refusing to violate the NLRA may be covered).

Posting — During the period that covered work is being performed on a contract subject to the act, the contractor must post copies of Notice to Employees Working on Government Contracts in a sufficient number of places to permit employees to observe a copy on the way to or from their place of employment. Responsibility for Secondary Contractors — Prime contractors are liable for violations of the act committed by their covered secondary contractors.

SERVICE CONTRACT ACT General Provisions — The Service Contract Act applies to every contract entered into by the United States or the District of Columbia, the principal purpose of which is to furnish services in the United States through the use of service employees. Contractors and subcontractors performing on such Federal contracts must observe minimum wage and safety and health standards, and must maintain certain records, unless a specific exemption applies.

This is an official Government Notice and must not be defaced by anyone.

Wages and Fringe Benefits — Every service employee performing any of the Government contract work under a service contract in excess of $2,500 must be paid not less than the monetary wages, and must be furnished the fringe benefits, which the Secretary of Labor

U.S. Department of Labor

SCAN ME!

Copyright 2019 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USA This poster is in compliance with federal posting requirements. ISBN 978-1-61099-837-6

To update your employment law posters contact J. J. Keller & Associates, Inc.

easily verify your poster compliance status now

JJKeller.com/employmentlaw 800-327-6868

48268

A so Ava ab e When You Ca 3 and 5 yea upda e se v ces on pos e and pos e e a ed se v ces

Federal Safety Poster Be OSHA Aware

M

Build employee awareness of emergency contacts, first-aid measures, safety data sheet locations, exposure/medical record access, annual injury/illness counts, and more. Required OSHA 3165 posting included. W

• 26" W x 40" H, laminated

m

Federa Safety Poster Take Safety Steps

He p emp oyees qu ck y den y seven s eps hey can ake o p even wo k n u y o ness Add esses chem ca haza d commun ca on fi e sa e y hea s ess s ps ps ng e ec ca sa e y PPE and sa e y s gns • 26 W x 40 H am na ed

Individual Posters Drug-Free Workplace

Display this poster to both applicants and employees. Announces a drug-free workplace and states that drug and alcohol testing may be required. • 11¾" W x 20" L, laminated Description

Product Code

Price

English

KX-39514

Spanish

KX-39515

10–24 $19.50 ea. 5–9 $22.20 ea. 1–4 $24.95 ea.

Federal Safety Poster Set Includes one each: • Be OSHA Aware poster • Take Safety Steps poster

Also Available at JJKeller.com Agricultural Workers Poster

Workplace Violence Policy Poster

Social Media & Email Policy Poster

Workers With Disabilities Poster

KX-49656

KX-39518

Description

Product Code

Price

Federal Safety Poster — ­ Be OSHA Aware

KX-40352

Federal Safety Poster — ­ Take Safety Steps

KX-40353

10–24 $25.70 ea. 5–9 $27.50 ea. 1–4 $29.95 ea.

Federal Safety Poster Set

KX-40342

KX-39522

10–24 $38.55 ea. 5–9 $41.25 ea. 1–4 $44.92 ea.

KX-39364

Spanish posters also available.

800–327–6868

w

m

m

w

w

7 JJKe er com

easily verify your poster compliance status now

48269


8

POSTERS

Specialty Posters State And Local Specialty Posters

For Compliance With

If you have employees working in any states on the chart below, you may need one or more of the posters listed. Local/municipal or industry-specific posters — or both — are required to be displayed, in addition to the required state and federal posters sold on pages 4–6. States with wage order posters are listed on page 9.

SUNNYVALE—MINIMUM WAGE States, Counties and Cities with General SpecialState Posting Requirements Listings ARIZONA

Flagstaff

Statewide posting for places with public accommodations Statewide housing industry posting

Tucson

ARKANSAS

CALIFORNIA

Berkeley

Milpitas

Mountain View

San Francisco

Emeryville

Palo Alto

San Diego

San Jose

Pasadena

Los Altos Los Angeles

Cupertino

Richmond

San Leandro Santa Clara Sunnyvale

NEVADA

NEW JERSEY

Statewide federal financial assistance posting

Statewide food service industry posting Statewide public employers posting

MISSOURI

Oakland

El Cerrito San Mateo

Santa Monica Daly City

Statewide postings for truck stops, airports, bus stations, farm labor contractors, businesses using hazardous substances

Bloomfield

Morristown

Paterson

Jersey City Montclair

New Brunswick Passaic

Trenton

East Orange

Newark

Plainfield

Statewide postings for food service industry, real estate industry, places with public accommodations

NEW MEXICO

Albuquerque Santa Fe

Bernalillo County Santa Fe County

Las Cruces

NEW YORK

CONNECTICUT

New York City Statewide postings for food and beverage industry, public employers, construction industry, transportation industry, nail salons, public work contractors

Statewide public employers posting

OHIO

COLORADO Denver

Statewide public employer safety and domestic violence postings

DISTRICT OF COLUMBIA

OKLAHOMA

Contractor and government agency postings

Statewide public employer OSHA posting

FLORIDA Broward County

OREGON

Miami-Dade County

Portland

Statewide federal financial assistance posting

Statewide industry-specific posting

IDAHO

PENNSYLVANIA

Statewide federal financial assistance posting

ILLINOIS

Philadelphia Statewide public employer, construction industry, housing industry, public accommodations postings

Chicago Cook County Statewide postings for construction industry, day labor agencies, food service establishments, higher education institutions, public employer

KANSAS LOUISIANA

Statewide public employer and federal financial assistance postings

MAINE

Portland Statewide public employer OSHA posting

MARYLAND

Montgomery County Prince George’s County Statewide public employer OSHA posting

MASSACHUSETTS

Statewide public employer OSHA postings

MICHIGAN

Ann Arbor Statewide food service establishment posting

MINNESOTA

Minneapolis St. Paul

JJKeller.com 8

RHODE ISLAND

TENNESSEE

Statewide contractor posting Statewide housing industry posting

Statewide housing industry posting

TEXAS

VERMONT

Statewide postings for public employers, self-insured companies, food service establishments, construction industry contractors, law enforcement agencies, paramedics, emergency medical services Statewide hospital and nursing home postings WASHINGTON

Seattle Tacoma Statewide self-insured employer posting VIRGINIA Statewide human trafficking posting for truck stops and employers who operate adult entertainment facilities. WEST VIRGINIA Statewide posting for hospitals

WISCONSIN

Statewide postings for employers with workers with disabilities paid at a special wage, health care providers, public employers

 his chart is not comprehensive because local/municipal and industry-specific T posting requirements are ever-changing. Visit JJKeller.com/LLP for the latest poster news and an up-to-date list of available posters. Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


POSTERS

State And Local Labor Law Posting Requirements Which ones do YOU need ? All our specialty state posters are: • "Tabbed" and color coded to organize information so topics and revision dates are quickly identifiable • Available in a range of sizes, from 8½" x 11" to 26" x 50" • Reviewed by our HR experts, who continually monitor employment law compliance • L aminated front and back, to hold up in high-traffic areas such as a main reception area, break room, or cafeteria • Available in a wide range of languages (varies by poster)

$

These are in addition to the State And Local Specialty Posters on page 8. Industry Wage Orders apply to all employees of companies that conduct business within a specific industry. Occupational Wage Orders apply only to employees engaged in occupations not covered by the industry wage orders.

States with Wage Orders

CALIFORNIA

ONLY

19 .95

State Wage Order Posters

each

17 posters available for most industries and occupations CONNECTICUT

4 posters available for restaurant, hotel and mercantile industries

NEW JERSEY

7 posters available for seasonal amusement, hotel and motel, food service, farm products processing, mercantile, beauty culture, and laundry, cleaning and dyeing industries

New York

4 posters available for building service, agricultural, hotel and restaurant, and apparel industries

For details and to order, go online to

JJKeller.com/LLP

Labor Law Poster Update Service PAGE

5

Select "Specialty State & Local Posters" LivingRight®: Health & Wellness Awareness Program

Play an active role in preventing employee health issues and reducing healthcare costs with this program. Each monthly kit covers a new topic and includes a 17" W x 22" L poster as well as 50 employee bulletins. These support materials make it easy for employees to become familiar with the topic and its health implications, as well as learn how to make positive lifestyle choices. The program’s online content includes an additional topic-related article, an employee game or activity, wellness program best practices from leading organizations, and a step-by-step guide to engage your employees. Recent topics have included: • Mental and • Allergies/asthma • Healthy eating • Weight emotional health • Diabetes • Addictions • Cold and flu • Tobacco • Stress • Heart health • Water 1 year (12 kits, 1 topic each).

Money tops the list of stressors for many Americans. The good news is that there are strategies for managing stress caused by finances. • Talk to a trusted family member or friend. Talking things through with someone who provides emotional support may ease some of the tension and help you see new options.

• Consider credit counseling or a financial planner. These professionals can help you take control of your financial situation.

Beefing up your credit score can pay off

Make the most of your money

A credit score can impact loan rates, insurance prices, and apartment lease approvals, so it makes sense to make sure it’s in top shape.

Saving money can be a daunting task, but it’s important to set funds aside for emergency expenses and future needs.

Credit scores are based on financial information in your credit report and generally take five factors into account: • Payment history • Amounts owed • New lines of credit • Types of credit Companies use different scoring models to calculate the score, but in general your score will be higher if you: Pay bills on time. Late payments or having an account referred to a collection agency will lower your score.

Don’t collect cards. Having too many credit card accounts could also lower your score.

Avoid

Some tasks — such as

lifting, reaching, and repetitive movements —

can strain your body and result in injury. Signs and symptoms may appear suddenly or gradually, and should not be ignored. Treatment may be required, or steps may need to be taken to prevent the condition from getting worse.

Skin cancer is the most common form of cancer in the U.S., with more than 3.5 million cases diagnosed each year. Take steps to protect yourself.

by making heart-healthy choices:

 Muscle weakness

Reduced-fat dairy

 Stiffness

Ample fruits & veggies

Less processed food

 Fingers that turn white and/or feel unusually cold

Some meatless meals

Less salt

 Reduced range of motion

Fish twice a week

Less drinking

Skinless poultry

No smoking

Less red meat

More exercise

800–327–6868

Eat a variety of foods that are low in fat. Include more fiber, whole grains, veggies, fruits, and lean meat in your diet.

 Joint inflammation or swelling

(45920) 978-1-68008-176-3 (02/16)

CHOOSE HEALTHY FOODS

 Tenderness  A burning sensation

Whole grains

Copyright 2015 J. J. Keller & Associates, Inc. • Neenah, WI • JJKeller.com • (800) 327-6868

Even if you aren’t all that interested in your credit score, it is a good idea to check your credit report to make sure the information is accurate, complete, and up-to-date. If something doesn’t look right, you can contact the credit reporting company to dispute the information. (46060)

Use phone apps. A variety of tools offer ways to simplify money management. They can help you track spending, create a budget, and identify problem areas. Apps can also help you find coupons or compare prices. Make small lifestyle changes. Downsize your cable/internet package. Make coffee at home to take with you instead of getting it on the go. Bring a lunch to work rather than eating out. Monitor savings. Keeping a close watch on your savings keeps it at the forefront of your mind. Those who are mindful of their money, often save more.

Next month: Drugs & Alcohol

J. J. Keller & Associates, Inc. 3003 Breezewood Lane, P.O. Box 368 Neenah, Wisconsin 54957-0368 “Publishing & Services Since 1953”

Copyright J. J. Keller & Associates, Inc.

ISSN 2151-8173

Wear a light-colored hat with a wide brim. Up to 80 percent of skin cancers affect the head and neck.

 Pain

The reports won’t list your credit score, but the score is available for a small fee. You may also see your credit score on your credit card statement, although it may not match the number that’s calculated by the credit reporting agency. That’s because your credit profile may be assessed in different ways by different companies.

Track spending. Make a list of major monthly expenses (such as housing, utilities, phone, and car payments). Keep track of additional purchases by writing them down or saving receipts. After one month, analyze your purchases to see how your money is being spent and where you could save.

SHIELD YOUR HEAD AND NECK

PAY ATTENTION TO

FIGHT FOR YOUR LIFE

Consumers can get one free copy of their credit report each year from each of the three credit reporting agencies. The reports can be ordered at: www.annualcreditreport.com.

UVA & UVB To Prevent THE BIG C

To watch your savings grow: Pay yourself first. Put a fixed amount in a savings account each pay period before you do any spending, and use your savings wisely. Many banks and employers allow you to have money automatically deposited into your savings account each pay period.

• Average account age

Apply for credit cards cautiously. Applying for new cards leads to inquiries on your account, and could have a poor influence on your score.

1 in 4 people die of heart disease in the U.S.

and then make a budget. Writing things down and reviewing them regularly can help you feel more in control. • Take note of how you deal with money-related stress. Some people relieve stress by turning to unhealthy activities like smoking or emotional eating, which can lead to additional stress. • Look for positive opportunities. Consider learning a new skill or taking a course through your employer, which may lead to a better job.

• Review your financial situation and make a plan. Brainstorm ways to reduce spending

Pay down debt. Owing an amount that is close to your credit limit will negatively impact your score.

KX-20268 $239

Copyright 2016 J. J. Keller & Associates, Inc. • Neenah, WI • JJKeller.com • (800) 327-6868

Dealing with financial stress

STAY ACTIVE

Get at least 30 minutes of moderate exercise five days a week. Choose a combination of cardio workouts and weight training.

APPLY SUNSCREEN GENEROUSLY

MANAGE YOUR WEIGHT

Choose a product that blocks UVA and UVB rays and has a sun protection factor (SPF) of 15 or higher.

If you’re overweight, losing 5 to 7 percent of your weight can lower your risk of diabetes.

COVER YOUR ARMS AND LEGS When practical, wear a long-sleeved shirt and long pants made from a tight weave.

SHADE YOUR EYES Use wrap-around sunglasses that block UVA and UVB rays.

OUTSMART DIABETES ... Choose a Healthy Lifestyle (39818) 978-1-61099-815-4 (08/15)

Copyright 2015 J. J. Keller & Associates, Inc. • Neenah, WI • JJKeller.com • (800) 327-6868

(39820) 978-1-61099-817-8 (10/15)

AVOID THE MID-DAY SUN Seek shelter under a tree, umbrella, canopy, or in another shaded area.

Copyright 2016 J. J. Keller & Associates, Inc. • Neenah, WI • JJKeller.com • (800) 327-6868

(46094) 978-1-68008-179-4 (05/16)

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

9 JJKeller.com

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10

SUPPLIES

NEW Active Shooter / Active Threat Go Bag Response Kit

A Basic Tactical Bag is filled with items to help your employees during an active shooter/active threat situation. When your employees’ best choice is to deny an active shooter access to the room they are in, they can look to the contents of the Go Bag to help them do just that. The optional First Aid Kit includes additional essential components to aid if an employee is injured.

Basic Tactical Bag includes:

• (10) Heavy-Duty Zip Ties can be used around the closer arm of a hydraulic door to keep it from opening more than a few inches or to restrain a shooter that enters the area • (1) Window Punch/Flashlight • (1) Permanent Marker • (1) Door Stop • (5) Tear-Away Bag Seals • (1) 8" W x 12" L x 8" H Duffle Bag With Contents Tag

Basic Tactical Bag Plus First Aid Kit includes all the components of a Tactical Bag, plus:

• (1) • (1) • (2) • (1) • (1)

• (1) Information Card includes helpful information that can be communicated to the police • (1) What To Do Card provides tips on what to do when there is an active shooter and you’re trapped in a room • (2) Color-Coded Flashcards (1 Red, 1 Green) to communicate that everyone is ok or that medical help is needed, without opening the door

KX-57979

WARNING: Cancer and Reproductive Harm – www.P65Warnings.ca.gov

• (1) Roll 1" x 10 yds. First Aid Tape • (1) SWAT-T Stretch, Wrap & Tuck Tourniquet

Compressed Gauze Bandage Shears Pairs of Nitrile Exam Gloves Trauma Bandage Fold-Out Instructions

Description

Product Code

Price

Tactical Bag

KX-58122

75-99 kits $46.95 ea. 50-74 kits $47.95 ea. 1-49 kits $49.95 ea.

Tactical Bag Plus First Aid Kit

KX-57979

75-99 kits $95.95 ea. 50-74 kits $97.95 ea. 1-49 kits $99.95 ea.

Need

HR-RELATED SIGNS

NOTICE

Go online to shop a wide range of State Specific and HR-related signs. • No Smoking • California Proposition 65 • Concealed Weapon • Admittance & exit • and more. Visit JJKeller.com/Signs

MARIJUA NA SMOKING PROHIBIT ED

WAR

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FLSA

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With this manual, you’ll be able to: • Make informed wage and hour decisions and help avoid claims and litigation • Instantly access various FLSA legal topics with a summary of state laws — ideal for employers operating in multiple states • See how the law is applied through court case summaries, case studies, and guidance from the DOL Field Operations Handbook Topics covered include classification of employees, hours worked and overtime, paying employees, time off and leave, child labor, and government employees. Contains key regulations, fact sheets and opinion letters, and FAQs. 3-ring bound, 800+ pages.

Essential information on everything FLSA — in one convenient manual. KX-49819 $279

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“HR questions are answered quickly and easily!”

Higher fines are in effect for wage violations

… There are so many distractions in just running a business and keeping it profitable, that a person doesn’t have the time to do the research necessary to be sure you are handling HR and labor situations correctly. It is so refreshing to find the correct answers quickly, with little fanfare, and know they are correct.

Fines for violations of the Fair Labor Standards Act increased on January 24, 2019. Penalties now in effect: •$2,014 for each repeated or willful violation of minimum wage or overtime laws

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•$12,845 for a child labor law violation •$58,383 for a child labor law violation resulting in serious injury or death •$116,766 for a willful or repeated child labor violation resulting in serious injury or death Make sure you are FLSA-compliant.

Fair Labor Standards Act (FLSA) Training The FLSA is arguably the labor law most often violated by employers. As the makeup of the American workforce becomes increasingly varied, it’s more crucial than ever to understand how the FLSA works. This course explains the basic requirements of FLSA, including: • Minimum wage requirements • Recordkeeping requirements • Overtime rules and how overtime pay is calculated • E xempt employees • Child labor restrictions • Independent contractors • Penalties for violations Training Formats (see page 31 for information on points) Online Course

KX-25612

800–327–6868

30 points

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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12

FMLA

FMLA FOR SUPERVISORS TRAINING • Gives supervisors a working knowledge of the FMLA so they can help protect themselves and their company from violations and lawsuits • Covers eligibility requirements, qualifying reasons, serious health conditions vs. minor illnesses, and intermittent and reduced schedule leave • Includes real-world scenarios with appropriate responses to issues your supervisors may face • Provides information on military family leave provisions

DVD program includes:

• 25-Minute Closed-Captioned Video • 1 Discussion Guide • 1 Trainer Tools CD • 10 Supervisor Handbooks. Need more? See at right.

Training Formats (see page 31 for information on points) DVD Program

KX-17827

Pay Per View Program

KX-41375

$395 $85

Online Course

KX-24829

30 points

Additional Training Component Supervisor Handbook

KX-17822

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

To preview the video online, go to JJKeller.com and search KX-17827.

Federal Employment Law Posters WIth FMLA Notice PAGE

6

Essentials of FMLA Manual

With this manual, you can easily: • Understand FMLA and reduce the potential for inconsistent or improper administration • Make smarter FMLA decisions and steer clear of costly lawsuits • Discover how the FMLA interacts with state leave laws, and others such as the ADA, workers’ compensation, and USERRA Includes best practices, court cases summaries, stories that apply the provisions, practical tips, and sample forms and documents for reference. 3-ring bound, 950+ pages.

Helps you control costs related to leave taken. KX-49820 $279

All guides and manuals include print and online editions plus 1-year update service.

($728 combined value) See page 21 for details.

JJKeller.com 12

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


13

Save time. Simplify FMLA tracking. Ensure compliance.

4REASONS TO TRY J. J. KELLER® FMLA MANAGER

1 AVOID LITIGATION, VIOLATIONS AND FINES 2 SCHEDULE AND TRACK LEAVE 3 IDENTIFY TRENDS AND ABUSE 4 GET ANSWERS TO TOUGH FMLA QUESTIONS KEY FEATURES This timesaving service is your answer to managing family and medical leave programs without the hassle of paper files and spreadsheets.

SCHEDULE LEAVE

PROJECT AVAILABLE

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MANAGE EMPLOYEES

COMPANY LOCATIONS

NOTIFICATIONS & ALERTS

REGULATORY REFERENCES

COMPLIANCE ASSISTANCE

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FMLAmanager.com or call 855-206-2983

Let Us Manage Your FMLA Cases We’ll relieve you of the tedious, time-consuming aspects of FMLA administration FMLA Program Administration Service This service provides a win-win partnership between you and your J. J. Keller® FMLA experts.

WE:

YOU:

Handle leave determination

Maintain face-to-face employee contact

Track continuous and intermittent FMLA leave

Gain 24/7 access to records through our online Client Information Center

Monitor federal and state FMLA changes

Gain access to HR compliance experts for questions or clarification

Create and track required FMLA paperwork

Get consistent leave delivery across your organization

Review certifications and provide recommendations

Have more time for other important HR tasks

For a no-obligation discussion, contact us today: 888-473-4638 | JJKeller.com/FMLAservice


ADA

Employer's Guide To ADA Manual

Get critical information to help you comply with the employment provisions of the Americans with Disabilities Act. Divided into seven major sections, each focusing on an aspect of ADA obligation: • Relationship of ADA to other laws • Definition of a disability • Reasonable accommodations • Hiring considerations • Employment considerations • Training • Enforcement Includes applicable charts, graphics, and images for more engaging visuals and greater understanding of the topic. 3-ring bound, 560+ pages.

Provides plain-english ADA explanations to help you comply more easily. KX-52000 $279

All guides and manuals include print and online editions plus 1-year update service.

($728 combined value) See page 21 for details.

ADA - Employee Awareness Poster

EMPLOYEE AWARENESS

Americans with Disabilities Act

Provides vital information on the Americans with Disability Act (ADA). • 11¾" W x 20" L, laminated

ADA Facts from the Equal Employment Opportunity Commission Title I of the ADA Title I of the Americans with Disabilities Act of 1990 prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules. An individual with a disability is a person who: • Has a physical or mental impairment that substantially limits one or more major life activities; • Has a record or history of such an impairment; or • Is regarded as having an impairment.

What is Reasonable Accommodation? A employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.

An employer does not have to provide a reasonable accommodation if it imposes an “undue hardship.” Undue hardship is defined as significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources, and the nature and structure of its operation. An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obligated to provide personal use items such as glasses or hearing aids. An employer generally does not have to provide a reasonable accommodation unless an individual with a disability has asked for one. If an employer believes that a medical condition is causing a performance or conduct problem, it may ask the employee how to solve the problem and if the employee needs a reasonable accommodation. Once a reasonable accommodation is requested, the employer and the individual should discuss the individual’s needs and identify the appropriate reasonable accommodation. Where more than one accommodation would work, the employer may choose the one that is less costly or that is easier to provide.

• Medical Examinations and Inquiries Employers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in similar jobs.

Reasonable accommodation may include, but is not limited to: • Making existing facilities used by employees readily accessible to and usable by persons with disabilities; • Job restructuring, modifying work schedules, reassignment to a vacant position;

Medical examinations of employees must be job related and consistent with the employer’s business needs.

• Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. An employer is required to make a reasonable accommodation to the known disability of an applicant or employee. Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Accommodations vary depending upon the needs of the individual applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation.

Medical records are confidential. The basic rule is that with limited exceptions, employers must keep confidential any medical information they learn about an applicant or employee. Information can be confidential even if it contains no medical diagnosis or treatment course and even if it is not generated by a health care professional. For example, an employee’s request for a reasonable accommodation would be considered medical information subject to the ADA’s confidentiality requirements.

• An employee with cancer may need leave to have radiation or chemotherapy treatments.

Price

KX-39537

10–24 $19.50 ea. 5–9 $22.20 ea. 1–4 $24.95 ea.

Employees and applicants currently engaging in the illegal use of drugs are not covered by the ADA when an employer acts on the basis of such use. Tests for illegal drugs are not subject to the ADA’s restrictions on medical examinations. Employers may hold illegal drug users and alcoholics to the same performance standards as other employees.

• A deaf applicant may need a sign language interpreter during the job interview.

• A blind employee may need someone to read information posted on a bulletin board.

Product Code

• Drug and Alcohol Abuse

For example:

• An employee with diabetes may need regularly scheduled breaks during the workday to eat properly and monitor blood sugar and insulin levels.

Conveniently share vital ADA information with your employees.

Title I of the ADA Also Covers:

Retaliation It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on disability or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADA.

U.S. Department of Justice Civil Rights Division Some information on this poster is from the U.S. Equal Employment Opportunity Commission.

39537

Driver’s Application For Employment ADA Compliant

Copyright 2014 J. J. Keller & Associates, Inc. All rights reserved. Neenah, WI • USA • 800-327-6868 • JJKeller.com • Printed in the United States

39537

Helps meet requirements of 49 CFR Section 391.21 and the ADA. Description

Are your employees

JJKeller.com 14

Hearin g

Occupatio

nal

29 CFR Noise 1910. Exposure 1910.95(a) 95 Protec provid tion again ed when when measu the sound st the effect s levels red on response. exceed of noise expos the those the equiv When noise A scale of a shown ure shall be stand alent A-wei levels are in determ ard sound level Table G-16 ghted ined sound level may by octave meter at slow 140 be determ band analys is, ined as follow s: 130

Conse r emplo yees of parag may be rende raph (j) of this red inadequate sectio to

1910.95(e

vation

n. meet the requiremen Employe The emplo ts e noti yer shall 8-hour fication. notify (D) The time-w each monitoring. eighte emplo examinatio yee is d averag employee inform expos e of 85 n if a ed the use decibels ed at or above 1910.95(f of hearin medical pathoof the need of the an for an 120 g protec logy of results (iii) If subse otolog 125 The emplo ) Observat the of the tors is suspected. ear that is ical exposure quent audio ion of yer 120 repres unrela monitori metric to noise entativesshall provide ted to 110 an 8-hou that a testing is less affected measu 115 standard ng. remen with an oppor emplo paragraphr time-weighte thresh than an 8-houof an emplo ts condu (A) Shall yees tunity yee whose old shift d averag 110 (b) of this r TWA cted pursu to obser or their inform is not persis of 90 1910.95(g e of 90 (3) For 100 and section. the emplo ve any ant to emplo decibels tent, the decibels indica this sectio noise yee of ) Audiome yees who hearin 105 as requir (1) The tes the new emplo (B) May g n. emplo ed by yer: tric testi discon audiometric time-w protectors musthave exper yer shall program 100 emplo tinue the ienced eighte 90 ng prog yee. interp a d averag attenuate required available as provided establish and retatio (4) The ram. emplo standard thresh e of 85 (9) in use of maintain n; Revise 95 adequ yee expos decibels time-w to all emplo this paragraph old shift, hearin d baseli acy of evalua an audio ure to eighte g protec yees whose or below 80 hearin ted ne. An annua by metric an 8-hou d averag g protec tors for that the whenever . (2) The testing expos making audio l audio 90 e of 85 r 100 that emplo tor when, program gram may 200 metric decibels. ures equal yee noise attenuation attenu hearing protec in the BAND 500 testin shall CENTER or ation. judgm (3) Audio be substi 1000 physic exceed shall be tors provid expos be provid g FREQUE The 2000 ent protec ian who an 8-hou metric tuted for NCY IN 4000 ed at no ed may ures increase retors where employer audiologist CYCLES 8000 is evalua of the audio tests r the baseli Equiva PER SECOND no longe cost to to (i) The logist, necessary.shall provid ting the , otolar shall be lent sound who is emplo stand FIGURE otolaryngol ne audio r provid the extent e more audiogram: 1910.95(k may be yees. certified yngologist, performed by G-9 persistent; ard thresh gram e adequ effective ogist, converted level contours. Hearin old shift ate or or ) Train hearin plottin g Conse by the Counc or other physica licensed or (1) The to the equiva Octave revealed g g them (ii) The ing prog competenc rvation, certified il of Accre emplo band sound ian, or on this hearin by the correspondi lent A-weig at or above yer shall by ditatio ram. g thresh graph significant audiogram valid audio e in admin or who has n in Occupa technician and noting hted soundpressure levels level conto ng to the satisfa an 8-hou train each isterin accord improvemeold shown is grams point of ctorily emplo calibr g ationa ance r (10) audio the level urs. time , and in the demo ation A-weig Standard yee who differ from This highest l with the by nt over metric weigh institu technician and prope properly using penetration hted sound ted examinationstrated the baseliannual audio is te thresh requir the actuaequivalent A-weig determ r old shift. (i) As used program. a training progr ements average of exposed to noise gram indica level ne audio l A-weig into ns, obtain ine hted to be certifi who opera functioning , maintaining in this am and of this sectio 85 decibels gram. tes 1910.95(b) exposure limits hted sound sound level, the sound hearin ed. A techntes microproceof the audio , and check ing section, in ensur (2) respo n. g which The The thresh level from e emplo meters ing (1) nsible a stand emplo trainin Table 1.G-16 of the noise, of 10 dB ssor may old When to an audioician who being yee partic yer shall ard thresh g includ or more relative to emplo (4) All perfor audiometers used. A is used ed in the program shall . ipation the baseli logist, old audio Table G-16, yees are ms audio at 2000, to does not (ii) In determ in the otolaryngol in the subjec requiremen grams obtain ne audioshift is a chang trainin hearing conse be repeated 3000, and metric need feasib utilize ining wheth g progr allowa tests must chang ogist, or gram e in 4000 Hz ts of Appen ed pursu d. If such le admin ted to sound nce may am shall rvation progr annually for es in protec physic istrati (5) Baseli be er a exceeding in either of an averag Table G-16, contro to the dix C: “Audioant to this am. Inform each emplo ian. tive equip be updat e (3) The ne audio ls fail to ve or engin ear. chang be made for standard thresh perso to reduc emplo e in hearin eering those listed metric section shall accord reduce the contri gram. ment and ed to be consis ation provid yee old shift (i) Within yer shall follow contro in e sound nal protective Measu ing meet the sound ed work proce ing: tent with ls 6 month ring Instru ensure and Applic to the proce g level by correcbution of aging has occur levels levels 1910.95(b) action within shall be within equipment that each sses. dure descri ments level, the s of an emplo ation of ting the (presb red, (i) The shall the levels the levels (2) .” emplo against ycusis) effects Age Correc bed annua If the variat yee is of of the be provided 1910.95(h which employer shall yee’s first expos of noise l audio inform tion to in Appendix table. (ii) The and used subsequent ions on hearin estab or less, ed of the (ii) Mobil ure at Audiograms F: “Calcu gram purpo ) Audiome (1) Audio or above it is to in noise level g; audiogramslish a valid se of hearin disadv e test van lation be consid .” involv antag tric test Where exception. thresh metric tests can be baseline audio the selection, es, and attenug protectors, ered contin e maxim mobile old shall be requirem compared. a at interv gram fitting obliga the advan 500, 1000, examinatio uous. pure tone, Table , use, and ation of variou tion, the test vans are als of 1 ents. ns, (iii) The tages, G-16 used within second be taken 2000, 3000, with test freque air condu care; and purpo s types, Permissib 1 year employer shall to meet ction, se test 4000, separ and of proce the audio ncies level. Where of an emplo hearin instructions and ately for obtain Durat dures. audiometric le Nois (2) Audio g each ear. 6000 Hz. Testsincluding as ion per yee’s first a valid baseli metric testin testing, baseline on after the e Expo metric a minim hours day, 1910.95(l microproce at each and an exposure audiograms g tests shall ne audio sures um explan freque emplo employee’s Sound (1) be condu ) Acce maintained ssor audio yees shall ncy shall ation of first expos are obtain at or above gram level dBA mate 8 ........... ss meter cted six the the to infor rials. ed ...................... wear hearin ure at slow respo month and used with s) that Specif or above more than action 6 ........... s after mation icatio meet the audiometer in (1) The obtain nse 6 month ...................... ...................... first expos g protec the reference n for Audio accordance ed. emplo s specif and train 4 ........... ....................9 s ure until tors for any action level, yer shall repres with, Amer ications (including meters, as specif ...................... ...................... (iii) Testin entati ing the baseli period excee of, S3.6-1 3 ........... ied in ....................9 0 (3) Pulsed the workp ves copie make availa Sec. 1910.6 969, whichican National and are ...................... ...................... ne audio by at leastg to establish ding ble s of this 2 ........... lace. ....................9 2 Standard the requir -tone and is incorp gram is . ........... a baseli standardto affected emplo 14 hours ........... (2) The protec orated ements self-recordin ne audio 5 1-1/2 ........... ...................... ...................... Instruments witho and shall tors emplo yees or by specified g audio gram shall yer shall inform baseline may be used ut expos ...................... .........97 also post ........... their .” meters, 1 ........... in Appen ationa be prece as a substi ure to workp (4) Audio a copy ...... 100 ............................................ if used, the emplo l mater provide to affect workp audiograms dix C: “Audio in 1/2 ........... lace noise. ded shall meet ials pertai lace noise. tute be prece .......................................... 102 yer by the requirmetric exam ed emplo metric ning Hearin ded by for the requir the Assist inatio 1/4 or ...................... (3) The (iv) The ................. Measu ements g 14 hours ement ...................... Footno less ........... emplo ant Secretto the stand yees any ring emplo 105 listed in ns shall be (5) Audio te that yer shall the emplo ard that without levels yer shall admin ...................... ........... ary. periods (1) When the Appen meter of are suppl exposure daily noise of dix D: “Audioistered in calibration. ...................... 110 standard yer’s trainin provide, upon period non-occupa notify emplo be conside noise exposu (i) The ied to to exposu immediatel tional noise g and yees of re to the metric a room meeti 115 functional re is compo followin red, rather than of different educa request, all Assistant Test Room (6) Annu before ng y prece levels, exposure the need to sed of g fraction each day’s operation Secret tion program materials relate mixed al audio ding the 1910.95(m s.” s: C(1)/T(1the individual their combin two or more avoid high during exposu of the ary and hearin gram. pertaining ed effect audio ) + C(2)/T(2 effect of use d to At the re should the total audio g least by the thresh 14-ho each. If metric should ) Reco Director. be (1) Expos ) to this to make olds, and testing a perso meter shall the sum examinatio ur time of time of exposu considered C(n)/T(n) exceeds rdkeepin emplo annually after ure of the exposu to be re yer n with n. sound sure that the by listening noise should re permitt at a specifie exceed the limit unity, then, g. The emplo measuremen or above shall obtain obtaining the known, checked s. Devia d noise outpu the ts. not exceed ed at that stable a new baseli level, and value. Cn indicate an 8-hou tions of calibration. t is free to the audio level. Exposu exposure yer shall maint audiogram ne audio 140 dB meter Tn indicate from 10 r (7) 1910.95(c s time-w decibels peak sound Evalua re to impulsi ’s outpu measu distorted gram, s the for eighte tion of (ii) Audio remen ain an accura or greate t pressur (2) Audio ve or impacttotal or unwa ) Hear d averag each emplo the audiogram. ts requir (1) The e level. te record r requir (i) Each ing cons metric yee e of 85 annua meter calibr emplo ed by e an acousnted emplo tests. lly in accord ation decibels. exposed at paragraph of all emplo conservatio yer shall ervation (i) The emplo yee’s annua shall be tic Audiometer yee admin emplo yee’s ance (d) n check progr program. this sectio of this ister a l audio yer with Appen obtain valid and baseline s.” Test ed acous am, may be section. contin ed pursu shall retain if a stand audiogram gram shall be dix E: “Acou uing, an 8-hou n, whenever as described tically omitted frequencies all emplo of this ant to require at least (ii) This to determ compared ard in parag effective parag section stic yee measu r time-weighteemployee noise an exhau from this checkbelow 500 hearin record raphs a techn ine has occurthreshold shift to Hz and Calibration red shall includ raph (g) of thisaudiometric stive calibr . Devia ician. (iii) An exposures (c) through g (A) Name of as defineif the audio that red. This above fifty perce on the A scaled average test record tions of section: exhau e: ation. sound (o) of and job equal comparison d in parag gram is (ii) If the nt. For stive calibr 15 decib 6000 Hz (slow respo years in s level emplo or classificatio (B) Date raph els or greate yee noise purposes may be ation shall standard annual audio nse) or, (TWA) of 85 exceed 4.4.3; andaccordance of the of n of the appen done by (g)(10) equivalentl decibels gram shows be perfor audio r dix A and exposures the hearing 4.5 of the with sectio emplo (C) The days and threshold shift, Audiometer shall be y, a dose conservatio provid yee; that examiner’s gram; Table American ns 4.1.2; 4.1.3.;med at least consid ed by of s, S3.6-1 er the the employer an employee n progr 6000 Hz every name; (D) Date the use G-16a, and computed in (iii) The Nation results 969. two am, (2) For may obtain has suffer witho may be al Stand 4.1.4.3; 4.2; of perso accord audiologist of the of the purpo audiometer proble ance with omitted Test frequencies last acous ard Specif 4.4.1; 4.4.2; ed nal protec ut regard retest ses , otolar 8-hour m 1910.95(i from this as the a retest within a tic or exhau ication ; and below tive equip to any attenu yngol time-w of paragraphs for furthe audiograms for (E) Emplo calibration. 500 Hz 30 shall also eighte ation and shall ogist, or physic annual audio ment. ) Hear stive calibr (c) throu r evalua and above (1) Emplo yee’s most perfor gram. be referre d average ing determ gh (n) ian shall ation of ming this tion. The of 85 (F) The of ine wheth recent d to as exposed yers shall make protecto emplo the review evalua emplo noise expos the action decibels or this section, 1910.95(d rs. (A) A copy yer shall tion the yer shall provid er there measu hearin an a dose at no costto an 8-hou level. is a need ure assess of the g remen follow maint protec ) r of in time-w Mon e parag fifty (1) When requir audiometric ts of the ain accura ing inform to the perso tors availa ment. percent necessary. to the emplo itori eighte raphs inform (c) throu ements for hearin te record ation: n ble to yees. Hearin d averag equal test roomsbackground (B) The ation indica ng. (3) Recor all gh (n) or s of the sound (2) Emplo baseline g conse . g protec e of 85 decib employees d retent emplo exceed an 8-hou tes that pressu emplo rvation audiogram of this sectio yers shall els or greate tors shall yer shall ion. re levels yee to The emplo n; r time-w any emplo as set ensur be devel be replac and most (i) By an in forth r evalua yee’s eighte e that op and (i) The (C) Measu least the yer shall retain ed as ted; recent hearin samp implement d averag exposure may section employee who remen follow audiogram g protec for inclus ling strate audiometric ts of backg to wear ing period records requir a monit e of 85 decib is requir tors are gy sha ion in (i) No of th pe o t e e r

)

EQUIVAL

ENT A-WEIGH

TED SOUND

LEVEL

SOUND PRESSUR IN DECIBEL E LEVEL S

Visit JJKeller.com and select "Employee Awareness Posters."

Call for additional price breaks.

EMPL YEE AWAO RENE SS

BAND

Employee Awareness Posters

Price

KX–691 300–499 $1.22 ea. 3-ply, with carbon. 81/2" W x 11" L detached 100–299 $1.39 ea. 1–99 $1.94 ea.

INFORMED OCTAVE

14

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


ADA

ADA FOR SUPERVISORS TRAINING • Communicates key employment provisions of the Americans with Disabilities Act (ADA) to supervisors • Helps supervisors understand the importance of providing reasonable accommodations to an employee or applicant with a disability • Covers reasonable accommodations, recognizing when protections apply, “regarded as” provisions, essential functions, the need for detailed job descriptions, undue hardship, and direct threat • Provides scenarios that illustrate how the ADA works in practice

Training Formats (see page 31 for information on points) DVD Program

KX-17828

$395

Pay Per View Program

KX-41373

$85

KX-24830

30 points

Online Course

Additional Training Component Supervisor Handbook

KX-17830

DVD program includes:

• 32-Minute Closed-Captioned Video • 1 Discussion Guide • 1 Trainer Tools CD • 10 Supervisor Handbooks. Need more? See at right.

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

To preview the video online, go to JJKeller.com and search KX-17828.

Are you

RESERV E PARKIN D G

COMPLIANT ADA Signs Visit JJKeller.com/Signs

Copyri

ght 2017

J. J. Keller

& Associ

ates,

Inc. •

JJKelle

r.com

• (800)

327-686

8 • Printed

in the

USA 51436

EDITOR TIP When an employee requests a change in the workplace, or when it is obvious one is needed, engage in an interactive process with the employee, with a focus on identifying possible effective reasonable accommodations. The process can include a discussion regarding the employee’s limitations in regard to the essential job functions. Failure to engage in this process can be seen as a violation of the ADA. A request for a workplace change could be as simple as an employee providing a doctor’s note that involves restrictions or even time off.

Darlene Clabault,SHRM-CP,PHR,CLMS

Americans With Disabilities Act — Title II Training

J. J. Keller® Senior Editor, Human Resources

Helps states, cities, counties, and other municipalities understand how to meet their obligation under Title II of the ADA. Training Format (see page 31 for information on points) Online Course

KX-35632

800–327–6868

30 points

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

15 JJKeller.com

15


16

Limit Your Company’s Liability Ensure Employees Are Well Informed Of Your Expectations.

The best way to prevent HR issues is to clearly communicate to your employees about applicable regulations, best practices, and your company’s expectations.

J. J. Keller makes it easy, with a wide variety of online courses, including: • Appropriate Email & Internet Use

• HIPAA Privacy & Security

• Code Of Conduct

• Information Security

• Conflicts Of Interest

• Drug-Free Workplace

• Foreign Corrupt Practices Act (FCPA)

• Bloodborne Pathogens & Methicillin-Resistant Staphylococcus Aureus (MRSA)

AND MANY MORE! Visit JJKellertraining.com for a complete listing


SEXUAL HARASSMENT

NEW

SEXUAL HARASSMENT PREVENTION

• Shows helpful bystanders IDEATM anti-harassment actions: - Intervene by distracting or interrupting the harasser -D  irect by talking directly to the harasser after the encounter -E  levate by asking a manager or HR for help addressing it - Approach the victim and provide help and support • Includes a module focused on supervisor responsibilities • Covers how to confront a harasser; the difference between Quid Pro Quo and Hostile Environment; conducting thorough investigations; and much more

DVD program includes:

4 programs in 1. Includes English and Spanish versions for supervisors and employees. • 50-Minute Closed-Captioned Video (divided into 6 modules) • 2 Trainer Guides (1 English; 1 Spanish) • 11 Employee Handbooks (10 English; 1 Spanish) Need more? See at right. • 2 Awareness Posters (1 English; 1 Spanish) • NEW 1 Trainer Tools USB (not sold separately) • Main Video Programs • Bonus Videos (see below) • Trainer Guide PDFs (1 English; 1 Spanish) • Customizable PowerPoint® Presentations • Learning Activities • Quizzes and Answer Keys • Images • Training Log • Training Certificate • Links to state requirements • Sample Anti-Harassment Policy BONUS VIDEOS (with Applied Learning Experiences) • IDEATM Anti-Harassment Actions (Coworkers)

(5 minutes)

• IDEATM Anti-Harassment Actions (Customer/Vendor)

(8 minutes) T o preview the video online, go to JJKeller.com and search KX-56063 In 2018, the EEOC collected nearly $70 million in penalties and litigation for sexual harassment violations.

800–327–6868

Training Formats (see page 31 for information on points) KX-56063 ENGLISH/SPANISH

DVD Program Individual Course Modules

$395

Pay Per View Programs

Online Courses

What Is Sexual Harassment?

KX-56114 KX-56389 SPANISH

KX-56122 KX-56129 SPANISH

Civility In The Workplace

KX-56115 KX-56390 SPANISH

KX-56123 KX-56130 SPANISH

Taking Action

KX-56117 KX-56412 SPANISH

KX-56125 KX-56132 SPANISH

Addressing Harassment

KX-56116 KX-56411 SPANISH

KX-56124 KX-56131 SPANISH

What Happens Next?

KX-56118 KX-56413 SPANISH

KX-56126 KX-56133 SPANISH

Additional Management KX-56119 Responsibilities KX-56414 SPANISH

KX-56127 KX-56134 SPANISH

$20 ea. Video Training Book

20 points ea. 10–24 $199 ea. 5–9 $229 ea. 1–4 $249 ea.

KX-56120 ENGLISH/SPANISH Additional Training Component

Employee Handbook

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

KX-56432 KX-56433 SPANISH

DID YOU KNOW?

Five states (Connecticut, Maine, New York, California, and Delaware) have sexual harassment training requirements. Our Sexual Harassment Prevention programs can easily be customized to meet these state requirements using the additional information provided.

VISIT

Additional Online Training Courses JJKellertraining.com

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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DRUG-FREE WORKPLACE

Oratect® 6-Panel Oral Fluid Drug Screen Device

The only U.S. FDA 510K-approved on site saliva test for workplace drug testing. • Easy-to-read results in 5 minutes • Only one-step oral fluid testing device available — collect and test in one integrated device • Detects amphetamines, cocaine, opiates, marijuana and methamphetamines, including MDMA (Ecstasy) and phencyclidine (PCP) • Non-invasive — avoids cross-gender observation issue • Each test is individually sealed and labeled with lot number and expiration date • Includes transport vial for confirmation testing • For your non-DOT testing needs • 25 per box Product Code

Price Per Box 5-9 $376.28 3-4 $387.38 1–2 $399.45

KX-26809

Split-Specimen Cup® 5-Panel Urine Drug Test Cup

Innovative design allows you to divide the sample so that a portion can be sent to a lab for confirmation testing if needed. • Easy-to-read results in 5 minutes • Only test cup available with a locking lid to prevent spills and adulteration • Only test cup available with a peel-off label covering temperature strip to help prevent tampering • Only test cup available with a key-operated chamber allowing the collector to activate the test • 5 -panel test detects amphetamines, cocaine, opiates, marijuana and phencyclidine • Section of panel can be peeled off so that results can be copied and filed • 25 per box

While this test is based on DOT standards, it does not meet the DOT requirements for drug testing in 49 CFR Parts 40 and 382. It is not intended to be used for a drug test required by Part 382. Product Code KX-38075

Price Per Box 5-9 $223.96 3-4 $233.70 1–2 $244.32

ALCO-SCREEN 02™ Oral Fluid Alcohol Test Device

• DOT approved for testing of CDL drivers by qualified personnel • Easy-to-read results in 4 minutes • Included in the National Highway Traffic Safety Administration’s (NHTSA) conforming products list of alcohol screen devices • Helps determine the presence of alcohol at .02% BAC or more in accordance with DOT regulations 49 CFR §40.245 • Difficult to adulterate • Allows for observed collections without privacy issues • 24 per box

49 CFR §40.211 and §40.213 require that the technician performing DOT alcohol tests must have training in the use of the specific device, along with an understanding of DOT protocols. Product Code KX-37729

Price Per Box 5-9 $98.00 3-4 $102.26 1–2 $106.91

BreathScan® Disposable Breath Alcohol Detector

Use to determine if the next-level urine, breath, or blood-alcohol test is needed. The .02 BAC level tester measures low levels of alcohol in a person’s system, so it’s best suited for a notolerance situation such as a drug-free workplace program.  o use, simply have the individual blow into the detector for 12 seconds. If the crystals inside T turn from yellow to light blue, the BAC has exceeded .02. • Non-invasive • Non-perishable • Easily portable

• Unlimited shelf life • For your non-DOT testing needs • Includes an instruction and information sheet

A drug and alcohol testing program can deter people from coming to work unfit for duty. Product Code KX-12808

JJKeller.com 18

Price Per Test 50-99 $3.33 25-49 $3.67 10-24 $3.99

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


DRUG-FREE WORKPLACE

SUBSTANCE ABUSE: TRAINING FOR SUPERVISORS AND EMPLOYEES • Teaches supervisors how to recognize the signs of alcohol and drug use and abuse as well as how to respond in an effective manner and minimize liability • Educates employees on the signs of alcohol and drug use and abuse and how to work with supervisors to maintain a safe work environment • Raises awareness of the types and purposes of alcohol and drug testing procedures • Provides a cautionary message on the dangers of alcohol and drug abuse and encourages abusers to seek help

DVD program includes:

2 programs in 1. Includes Supervisor and Employee versions. • 25-Minute Closed-Captioned Video for Supervisors • 13-Minute Closed-Captioned Video for Employees • 1 Trainer Tools CD • 1 Trainer Guide • 10 Employee Handbooks. Need more? See at right. • 1 Supervisor Workbook • 1 Awareness Poster To preview the video online, go to JJKeller.com and search KX-17674.

Also Available at JJKeller.com Drug-Free Workplace Online Course KX-30071

Substance Abuse Poster KX-33166

800–327–6868

Training Formats (see page 31 for information on points) DVD Program

KX-17674

$395

Pay Per View Program

KX-41379 SUPERVISORS & EMPLOYEES

$100

KX-41380 EMPLOYEE SPANISH

$85

Online Course

KX-24846 SUPERVISORS KX-24794 EMPLOYEES

BEST SELLER

30 points ea.

Additional Training Component Handbooks

KX-17670 SUPERVISOR KX-17671 EMPLOYEE

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Substance Abuse: Training For Supervisors And Employees

“Great product … holds your attention”

This is a very good product. The scenarios and quizzes keep things interesting. The workbook for supervisors is great. Highly recommended. vik34 | Compliance Professional

ONLINE REVIEW Drug-Free Workplace Poster

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

PAGE

7

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I-9 & E-VERIFY

I-9 And E-Verify Essentials Manual

This manual will help you avoid I-9 errors and costly penalties by explaining the employment authorization process from start to finish. I-9 And E-Verify Essentials makes it easy to: • Accurately and completely fill out the I-9 form for each new hire • Avoid discrimination upon hire • Identify false documentation • Correctly update forms • Understand how long documentation must be retained • Conduct an effective internal audit to spot errors • Use the E-Verify system • Understand what to do with E-Verify results • Identify what visas are available and understand how they apply to I-9s Loaded with valuable extras such as FAQs, applicable court cases, and self-audit instructions, I-9 And E-Verify Essentials is a must-have resource for any HR professional. 3-ring bound, 550+ pages. KX-30189 $279

All guides and manuals include print and online editions plus 1-year update service.

($728 combined value) See page 21 for details.

Employment Eligibility Verification Form I-9

This form is used for verifying the identity and employment authorization of individuals hired for employment in the U.S. All U.S. employers must ensure proper completion of the Form I-9 for each individual they hire, including U.S. citizens and noncitizens. Both employees and employers (or authorized representative of the employer) must complete the form. The employee must also present his/her employer with documents to prove both identity and employment authorization.

Description

Price

KX–50306 5-ply, snap-out format, 100–249 $1.03 ea. carbonless, 81/2" W x 11" L detached 50–99 $1.17 ea. 25–49 $1.71 ea. Call for additional price breaks.

Required by Department Of Homeland Security for employment in the U.S.

J. J. Keller ®

HR CONSULTING SERVICES By partnering with us, you can ...

› Reduce the risk of litigation › Implement best practices › Protect your company’s reputation Built around your most complex HR challenges, our services include:

› Wage & Hour Compliance Assessment › I-9 Compliance Assessment › FMLA Consulting & Training › Staffing Agency Compliance Audit

Contact us today for a discussion. 888.473.4638 JJKeller.com/HRconsulting


HIPAA

HIPAA Privacy And Security Training Complying with HIPAA (the Health Insurance Portability and Accountability Act of 1996) regulations presents a tremendous challenge for companies that handle healthcare information. This course explains the principles of HIPAA privacy and security for companies in the healthcare industry, and covers: • Who is subject to HIPAA • Protected health information • Notice of privacy practices • Administrative, physical and technical safeguards • Security breaches Training Format (see page 31 for information on points) Online Course

KX-25644

25 points

BEST SELLER

HIPAA Essentials Manual

Outlines your roles and responsibilities as a group healthcare plan sponsor under the Health Insurance Portability and Accountability Act of 1996 as amended by the HITECH Act and the Affordable Care Act. • Makes it easier to understand how the HIPAA requirements affect your company and what policies and procedures need to be developed • Covers protected health information (PHI) • Explains what non-discrimination rules mean • E xplores what is needed to meet the HIPAA requirements and what the penalties for violation are • Addresses HIPAA provisions for wellness programs Includes HIPAA regulations, checklists, definitions, FAQs, sample forms and more. Loose-leaf, 3-ring bound, 900+ pages. KX-36470 $279

Included With Each Guide Or Manual J. J. Keller® Update Service

Replacement pages for the print edition are sent twice a year and the online edition is updated as often as needed — both incorporate regulatory changes and the latest best practices. Subscribers also have access to J. J. Keller subject-matter experts for answers to their specific compliance questions.

$239 Value

All guides and manuals include print and online editions plus 1-year update service.

($728 combined value)

Online Edition

Add these publications to your

Same content as print edition, plus:

•A  nytime, anywhere access from any mobile device •S  earch capabilities and bookmarks for easy navigation and fast research •C  ontinuous updates and notifications for the most current info

$239 Value

800–327–6868

Visit JJKellerLibrary.com for more information.

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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22

MANAGEMENT RESOURCES

Employee Relations

Management

TODAY

BEST SELLER

May 2019

Transform your team through servant leadership

Set your interns up for success Does your website violate the ADA? Rethink your to-do list

Your newsletter, formerly titled The Super adVisor, has a new look and is now titled Employee Relations Management Today ! Based on customer feedback, we have updated and enhanced this newsletter. We hope you enjoy the new look and features now included.

Trends and best practices for managing employee relations

Employee Relations Management Today

Many managers and supervisors don’t realize how workplace issues can escalate into legal action … or how their actions can result in liability for themselves and your company. This monthly newsletter will help raise their awareness. The newsletter provides: • Informative articles on the latest workplace issues, trends, and HR hot topics Employee Relations Management Today • Actionable tips for building employee “A key aspect of my HR resources” management skills • Best practices for practical problem solving I am enjoying and utilizing this resource. I will continue to throughout my career. With helpful • Real-world examples to illustrate how to handle compliance concerns hints and direction for supervisors, this bulletin has become a key aspect of my HR resources. Print and online editions. 1 year (12 issues). KX-42388 $279

Meadow | Safety Professional | Nashville, TN

ONLINE REVIEW

Employment Law

Regulatory

ALERT

April 2019

Employees abusing FMLA leave? Social media to the rescue

Employees caught red-handed Wacky labor law roundup Understanding adverse actions Your newsletter, formerly titled Employment Law Today, has a new look and is now titled Employment Law & Regulatory Alert! Based on customer feedback, we have updated and enhanced this newsletter. We hope you enjoy the new look and features now included.

Keeping you informed about pertinent state and federal news

BEST SELLER

Employment Law Regulatory Alert

Each monthly newsletter features eight pages of articles and practical tips to help you stay inside the law and out of court. Provides practical guidance on: • Interviews and hiring • Employee leave • Harassment • Discrimination • Retaliation • Wages and hours • and more! The online portion of the newsletter serves as an electronic reference. It also includes a monthly editorial message from the publication’s editors. Print and online editions. 1 year (12 issues).

Protect your employees’ rights and your company’s best interests. KX-21751 $279

Add these newsletters to your

COMPLIANCE LIBRARY Visit JJKellerLibrary.com

Employment Law Regulatory Alert

“A necessary publication”

This is a necessary publication for anyone who has work or consulting work in various states. It has helped our company assist others in maintaining current and changing policies Geno | Safety Professional | Butler, PA

ONLINE REVIEW

Benefits & Compensation

Regulatory

ALERT

March 2019

Employee benefits go digital Are you ready?

Advance payday apps set new trend Employer’s tobacco surcharge found discriminatory EEOC removes wellness incentive rules Your newsletter, formerly titled BottomLine Benefits & Compensation, has a new look and is now titled Benefits & Compensation Regulatory Alert! Based on customer feedback, we have updated and enhanced this newsletter. We hope you enjoy the new look and features now included.

Keeping you informed about pertinent state and federal news

Benefits & Compensation Regulatory Alert

Whether you’re a benefits administrator or an HR generalist, you’ll find this quick-read monthly newsletter full of usable information on benefits and compensation issues that affect your employees' daily lives and impact your company's bottom line. Written in everyday language, this eight-page newsletter covers federal and state topics, such as: minimum wage, salary, overtime pay, deductions, paid leave, retirement, and healthcare. Monthly features include: State Updates, Industry Calendar, and the Expert Help: Questions of the Month. Informative, easy-to-read articles help you understand regulatory information, while staying on top of compliance requirements and industry trends. Plus, your subscription includes online access to even more news, as well as an option for you to submit questions to our HR subject-matter experts who provide answers typically within 24 hours. Print and online editions. 1 year (12 issues).

Struggling with regulations? Let us help you tackle complicated wage and benefit laws. KX-42400 $279

JJKeller.com 22

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


BEST SELLER

MANAGEMENT RESOURCES

Essentials Of Employment Law Manual

As any HR professional knows, locating employment laws is one thing, and applying them correctly is another. This how-to manual simplifies both tasks. Essentials Of Employment Law: Your A To Z Guide To HR Compliance is a unique one-stop resource developed by J. J. Keller® experienced regulatory specialists, with attorney input. The manual covers over 100 vital topics, including: • Hours worked • Americans with Disabilities Act • Medical examinations and tests • Deductions from wages or salary • Overtime • Discipline and corrective actions • Time off • E xemptions from overtime/ minimum wage • And many more Each topic provides similar information: who the law covers, FAQs, court cases, best practices, and resource references. 3-ring bound, over 1,000+ pages.

Developed with attorney input.

+

KX-44427 $279

E AT ST

NEW Supplemental State Information For Online Edition

State add-ons for the online edition of the Essentials Of Employment Law manual, with easy-to-read summaries of state-specific employment law requirements.

Call 800-327-6868 for more information or to order. Essentials Of Employment Law Manual print and online edition with all states KX-54970 $435 Essentials Of Employment Law Manual print and online edition with 2–10 states KX-54983 $383 Essentials Of Employment Law Manual print and online edition with 1 state KX-54986 $331

BEST SELLER

All guides and manuals include print and online editions plus 1-year update service.

($728 combined value) See page 21 for details.

Essentials Of Employee Relations Manual

Every company wants an engaged, productive workforce with low employee turnover. With Essentials Of Employee Relations: Best Practices And RealWorld Applications, you’ll have the information and best practices you need to hire the right people, as well as develop and manage those people throughout their careers. Covers hundreds of employee relations topics, including: • Recruiting and hiring — from advertising and background checks to onboarding and job training • Management and development — communication, performance reviews, rewards and advancement, and discipline • Separations — terminations, layoffs, resignations, and retirements • And many more Each section is filled with tips, case studies, and analyses to help you understand what to do — and not to do — to maintain solid employee relationships. 3-ring bound, 550+ pages.

Covers using social media and creating a company policy for it. KX-44428 $279

HR Policies & Procedures

Comprised of nearly 200 attorney-reviewed HR policies and procedures — all of which can be edited and organized to fit your company’s unique needs — HR Policies & Procedures makes it easy to develop your own, ready-to-use policies and procedures handbook. Popular HR policy templates address: • Anti-Discrimination • Sexual Harassment • Discipline • Workplace Violence • Sick Leave • Family and Medical Leave Act Accessible from any browser or mobile device immediately after checkout, this online-only manual comes with a 1-year Update Service subscription to ensure you don't miss important policy changes.

Includes 3-ring binder to organize your HR policies and procedures. KX-53925 $239

800–327–6868

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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HR & LEGAL COMPLIANCE TRAINING

WORKPLACE BULLYING & VIOLENCE TRAINING FOR SUPERVISORS AND EMPLOYEES Training Formats (see page 31 for information on points)

Program covers: • Background on bullying (who can be a perpetrator or victim) • What bullying is and isn’t • E ffects of bullying • Common bullying situations and response scenarios • Workplace violence (domestic and criminal) • Reporting procedures • Investigations • Documentation

DVD Program

KX-30134

Pay Per View Program

KX-41381

Online Course

$395

BEST SELLER

$100

KX-30136 SUPERVISORS

30 points

KX-30137 EMPLOYEES

25 points

Additional Training Component Handbooks

DVD program includes:

KX-30142 SUPERVISOR KX-30139 EMPLOYEE

2 programs in 1. Includes Supervisor and Employee versions. • 22-Minute Closed-Captioned Video for Supervisors • 20-Minute Closed-Captioned Video for Employees • 1 Trainer Guide • 5 Supervisor Handbooks. Need more? See at right. • 5 Employee Handbooks. Need more ? See at right. • 1 Trainer Tools CD • 1 Awareness Poster

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

EDITOR TIP

To preview the video online, go to JJKeller.com and search KX-30134.

A popular misconception is that bullying victims are targeted because they’re weak or passive. However, they’re often top performers who the bullies see as a competitive threat. Stop bullying before it costs you your best workers!

In today’s working world, it’s not uncommon for intimidation, threats, and harassment to be written rather than verbal. Workplace violence or bullying that takes place over email, social media, or text messages should be taken just as seriously as in-person conduct. An employer should investigate the situation as they would any similar complaint. Once it has a good estimation of what happened, the employer should determine what discipline would be appropriate for the offense and effective at stopping the bullying behavior.

Ann Potratz

J. J. Keller® Associate Editor, Human Resources

Avoiding Retaliation

This course addresses practices and strategies supervisors and managers should use to avoid retaliating against employees who exercise their legal rights in the workplace. Training Format (see page 31 for information on points) Online Course

KX-25625

JJKeller.com 24

30 points

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


HR & LEGAL COMPLIANCE TRAINING

NEW

ACTIVE SHOOTER/ACTIVE THREAT

This program helps employees anticipate and recognize an active shooter/active threat situation and respond appropriately.

Training Formats (see page 31 for information on points) KX-56135 ENGLISH/SPANISH

DVD Program

After completing the program, employees will be able to: •D  escribe warning signs of potential workplace violence • Discuss how to prepare themselves for an active threat situation • Recognize signs that an active threat is near • Identify the best course of action to take if confronted with an active shooter and execute the plan • E xplain what to do when police arrive on the scene

DVD program includes:

Pay Per View Programs

Online Courses

4 programs in 1. Includes English and Spanish versions for both supervisors and employees. 2 Closed-Captioned Videos: • How To Survive An Active Shooter (26 minutes) • Organizational Preparedness & Recovery (22 minutes) • 2 Trainer Guides (1 English; 1 Spanish) • 11 Employee Handbooks (10 English; 1 Spanish) Need more? See at right. • NEW 1 Trainer Tools USB (not sold separately) • Main Video Programs • Trainer Guide PDFs (1 English; 1 Spanish) • Customizable PowerPoint ® Presentations • Learning Activities • Quizzes and Answer Keys • Images • Training Log • Training Certificate • Emergency Action Plan Template • 2 Awareness Posters (1 English; 1 Spanish) BONUS VIDEOS • Active Shooter: Avoid (3 minutes) • Active Shooter: Deny (3 minutes) • Active Shooter: Defend (5 minutes)

Video Training Book

$395

How To Survive KX-56137 KX-56446 SPANISH

$85 ea.

Organizational Preparedness & Recovery KX-56449 KX-56450 SPANISH How To Survive KX-56447 KX-56448 SPANISH

25 points ea.

Organizational Preparedness & Recovery KX-56434 KX-56140 SPANISH KX-56138 ENGLISH/SPANISH

10–24 $199 ea. 5-9 $229 ea. 1–4 $249 ea.

Additional Training Component Employee Handbook

KX-56431 KX-56410 SPANISH

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

DID YOU KNOW?

According to the FBI, there were 250 active shooter incidents between 2000 and 2017, with 50 happening between 2016-2017 alone.

To preview the video online, go to JJKeller.com and search KX-56135.

Also Available at JJKeller.com Diversity & Discrimination — Employee Training KX-25819

Diversity & Discrimination — Supervisor Training KX-25818

800–327–6868

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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HR & LEGAL COMPLIANCE TRAINING

Addressing Personal Issues Covers excessive absences, heavy scents and their effects on coworkers, personal appearance on the job, body odor, and potential ADA implications Training Format KX-24551

Pay Per View Program

$65

Conducting Layoffs And Terminations Covers terminating for tardiness, poor job performance, violence, and gross misconduct, as well as responding to termination rumors Training Format KX-24552

Pay Per View Program

$65

Providing Performance Coaching Covers helping an employee take an active role in the improvement plan, keeping the emphasis on performance rather than other factors, the importance of listening and providing feedback, and keeping sessions private and confidential Training Format Pay Per View Program

JJKeller.com 26

KX-24555

$65

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


HR & LEGAL COMPLIANCE TRAINING

Team Building — Supervisor & Employee Supervisor training covers: • Team management techniques, tools and processes as well as how to remove, mitigate or overcome obstacles to teamwork Employee training covers: • The intricacies of building and sustaining effective, productive teams that work to achieve common goals Training Format (see page 31 for information on points) Online Course

BEST SELLER

KX-25816 SUPERVISOR KX-25817 EMPLOYEE

25 points ea.

Effective Communication — Supervisor & Employee Supervisor training covers: • Multiple facets of managerial communication such as persuasion, negotiation, listening, praise and perception Employee training covers: • What to say and why, knowing how to say it, effective listening, and reaching an understanding Training Format (see page 31 for information on points) Online Course

KX-25814 SUPERVISOR KX-25815 EMPLOYEE

25 points ea.

Managing Conflict Covers helping employees work together, maintaining tact and providing examples of problem behavior, when it’s necessary to include a witness in a disciplinary meeting, and differences in work styles Training Format Pay Per View Program

800–327–6868

KX-24553

$65

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

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HR & LEGAL COMPLIANCE TRAINING

HAZARD PERCEPTION CHALLENGE®: SLIPS, TRIPS, AND FALLS • Helps employees understand what hazard perception is, and how important it is to develop and practice it • A unique “watch and react” training formula requires employees to participate in training by quickly identifying the slip, trip, and fall hazards in 16 video scenarios, then making the best choice to avoid or eliminate the hazards • Covers housekeeping, ladder use, stairways, elevated surfaces, and scissor lifts

DVD program includes:

• 30-Minute Closed-Captioned Video • 5 -Minute Note To Trainers Video • 1 Trainer Guide • 1 Trainer Tools CD • 1 EyeCue® Tag Pack: • Set of 45 topic-specific tags, magnets, stickers, floor signs, and window clings for use in your workplace • 1 EyeCue® Trainer Guide • 1 EyeCue® Poster To preview the video online, go to JJKeller.com and search KX-48658.

Training Formats (see page 31 for information on points) DVD Program

KX-48658

$424

Pay Per View Program

KX-43216

$65

Online Course

KX-42426

25 points

Video Training Book

KX-50680

10–24 $199 ea. 5–9 $229 ea. 1–4 $249 ea.

DANGER

Are hazards clearly

IDENTIFIED

FALL HAZARD

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Unique “watch and react” format requires trainee participation, keeping employees focused and engaged in training.

Slips & Trips: Workplace Safety Designed to help learners recognize and avoid slip and trip hazards. Explains how to recognize the difference between slips and trips, and what causes each of them to occur. Discusses the potential injuries sustained and costs associated with slips and trips. Describes ways to prevent slips and trips in the workplace.

Updated to reflect Walking-Working Surfaces Final Rule.

Training Format (see page 31 for information on points) Online Course

KX-38765

JJKeller.com 28

25 points

Please use the promotion code in the yellow box on the back of this catalog when prompted at online checkout or when calling to place your order.

800–327–6868


HR & LEGAL COMPLIANCE TRAINING

WORKPLACE SAFETY BASICS • Helps employees (especially those new to industrial workplaces) understand the safety issues and hazards they face and what safe work practices they can use to protect themselves • Use for employee orientation training to help instill good safety habits and promote a solid safety culture • Covers 22 topics in four main areas: WORK PRACTICES — wellness; back safety; slips, trips, & falls; personal protective equipment

 ORK ENVIRONMENT — hazard communication; safety W signs & tags; electrical safety; fire safety; confined spaces; hot work; temperature extremes

Training Formats (see page 31 for information on points) DVD Program Pay Per View Program

Online Courses

SAFE USE OF EQUIPMENT — hand & power tools; ladders; machinery; powered industrial trucks; lockout/tagout

Video Training Book

Work Environment KX-51024 KX-51025 SPANISH Safe Use Of Equipment KX-51026 KX-51028 SPANISH

KX-49774 KX-49757 SPANISH Additional Training Component

2 programs in 1. Includes English and Spanish versions.

$395 $85 ea.

15 points ea.

10–24 $199 ea. 5–9 $229 ea. 1–4 $249 ea.

Employee Handbook

• 52-Minute Video (Closed-Captioned in English) • 1 Trainer Guide* • 4-Minute Note to Trainer Video* • 11 Employee Handbooks (10 English; 1 Spanish) Need more? See at right. • NEW 1 Trainer Tools USB (not sold separately) • Main Video Program • Trainer Guide PDF* • Customizable PowerPoint ® Presentation • Learning Activities* • Quizzes and Answer Keys • Images • Training Log* • Training Certificate • 1 Awareness Poster * English Only To preview the video online, go to JJKeller.com and search KX-49772

KX-49777 KX-49778 SPANISH Work Practices KX-49779 KX-49780 SPANISH

In Case Of An Emergency KX-51029 KX-51030 SPANISH

I N CASE OF AN EMERGENCY — emergency action plans; first aid/emergency response; bloodborne pathogens; HAZWOPER; workplace violence; medical records

DVD program includes:

KX-49772 ENGLISH/SPANISH

KX-49759 KX-49758 SPANISH

10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Also Available at JJKellertraining.com Code of Conduct KX-25598

Bloodborne Pathogens And Methicillin-Resistant Staphylococcus Aureus (MRSA) KX-25642

Appropriate Email & Internet Use KX-25609

800–327–6868

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NEW J. J. KELLER SERVICE HELPS YOU

MEET TRAINING REQUIREMENTS

+

REDUCE YOUR WORKLOAD ®

J. J. Keller Training Program Management Service An innovative solution for companies with: Diverse Training Requirements

Mixed Training Formats

Multiple Work Locations

Frequent Employee Training

You need to be sure your workplace is safe and your employees are trained to meet regulatory and company-specific requirements. This one-of-a-kind service gives you invaluable peace of mind by providing a dedicated Client Service Specialist and an online portal that will manage the administration of your training program, including: Tracking the training status of employees

Notifying you of upcoming or past due training

Auditing training documentation for accuracy

Updating training records when required

You’ll get ongoing oversight of your training program, with all of your training records (paper and electronic) stored in one centralized, secure location.

Contact us today for a no-obligation discussion about how the J. J. Keller ® Training Program Management Service can help you. 800.843.3174 ext. 8226 JJKeller.com/ManageTraining


Expert Training Content Anytime You Need It

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®

Online Training

ACCESS UP-TO-DATE TRAINING CONTENT 24/7 with our Training On Demand website. For self-paced learning, use our Online Courses. For instructor-led training, use our Videos on Demand. Both options offer engaging content that incorporates the latest adultlearning techniques for maximum retention. FREE RECORDKEEPING — Use our free online recordkeeping tool to keep track of which employees trained on which topics and when.

Video on Demand

TRAINING POINTS — Online Courses use a points system to make it easy for you to save money. The more points you purchase, the lower your cost per student will be. Training Points

Price Per Point

1,300-2,499

90¢

250-1,299

95¢

1-249

$1.00

Recordkeeping

Higher quantity price breaks available at JJKellertraining.com.

“I’ve been using Training on Demand for 7 years, and it has made training much easier. The content is easy for employees to access and understand.” — Lorena Parker, AAT Carriers, Chattanooga, TN

GET AUTOMATIC UPDATES WITH A SUBSCRIPTION! Visit

JJKellertraining.com to learn more

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PRSRT STD U.S. POSTAGE PAID J. J. Keller & Associates, Inc. 3003 Breezewood Lane P.O. Box 368 Neenah, WI 54957-0368

427168-049

TRAIN BYSTANDERS TO STOP SEXUAL HARASSMENT

New training focuses on the positive role of the helpful bystander.

Questions? Call us at

800-327-6868 Visit us online at

J. J. Keller® Compliance Library JJKellerLibrary.com

NEW Active Shooter /Active Threat Training

See p. 25

Drug Screen Device see p. 18

JJKeller.com

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J. J. Keller's 2019 Human Resources Catalog  

J. J. Keller's 2019 Human Resources Catalog  

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