The Basics of Labor Law Poster Compliance – Labor Law

California and Federal Labor laws cover different topics that are related to health, safety and employee rights. Each business is different, thus some businesses will require different labor law posters. For example, if your employees are Spanish speaking, the posters will need to be in both English and Spanish. The employees must be able to understand what the laws are about. Not only do businesses need to have Federal Labor Law posters, they need to display their state laws as well.Regulations on topics that include, Harassment or Discrimination, Injuries Caused by Work, Safety & Health Protection on the Job, Unemployment Insurance Benefits, Minimum Wage, and Emergency Information should be displayed for employees at all times. Also, every employer must post the IWC Wage Order at their business. The IWC Wage Order is specifically for wages, hours and working conditions for the company’s industry.Not only do State and Federal Law Posters must be displayed, they also need to be up to date. Laws regarding health and safety requirements, minimum wage and labor laws can be revised from time to time. That is why it is extremely important to make sure that the posters are updated with the most recent laws. In order to check on most recent labor law notices, you can regularly check industry and government websites.There are always going to be revisions to the laws and they will be available from a variety of sources, however knowing where and when to obtain the updated laws can mean constant checking of government websites or labor news.

Disclaimers in Social Media Policies Are Critical to Avoid Labor Law Problems – Labor Law

A recently complaint filed by a regional National Labor Relations Board office, alleging that an employee was unlawfully terminated under an overbroad social networking policy, should encourage companies to take a second look at the policies that govern employees’ internet communications. Although the NLRB’s press release made it appear that the employee was discharged solely due to negative comments posted on Facebook (criticizing her supervisor), the termination decision may actually have been based on multiple, serious issues.As Facebook, LinkedIn, Twitter, and other social networks have become more popular, companies are being advised to design and implement policies that set standards for what employees can say about the organization on the Internet. In fact, the aforementioned policies must be carefully drafted so as to avoid specific violations of the National Labor Relations Act.The NLRB’s action serves as a reminder that all employers must consider the labor-related consequences of restrictions on employees’ online activities. Attorneys are keeping a very close eye on this case and it is anticipated that businesses will adjust their policies accordingly. Until then, consulting with an experienced Internet law attorney to assist your company with updating its relevant social media policies (e.g., blogging, Internet posting, etc.) is critical, even if it is only to supplement those policies with a statement that the employer will not interpret or apply the policy in any manner that would violate the NLRA. This type of preemptive thinking can assist to mitigate legal risks. One caveat, when considering whether to enforce an existing policy in situations that involve potentially covered communications, proceed with extreme caution.In addition, consulting with an experienced labor law attorney can assist you or your business to define situations where Facebook comments lose protected activity status under the NLRA, and just how far an employer may go in disciplining insubordinate, disloyal, or libelous communications. Although various “bright lines” remain with respect to proper grounds for discipline, such as revealing confidential information and/or trade secrets, social media policies should be scrutinized for language regarding “no discussion of wages,” “no negative impact on company,” and “no release of information about other employees,” all of which could be construed as involving protected activity under federal labor law, or “chilling” one’s right to free speech.One thing is clear, companies must keep the NLRA in mind when drafting social media policies. It may be necessary to modify them, to include clear language that an employer will not interpret or apply the policies in any manner that would interfere with employee rights under the NLRA.If you have social media policies, include safe harbor language. Depending upon the circumstances, there may be some additional risk in aggressive enforcement.