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KNOW YOUR RIGHTS IN THE WORKPLACE

TENNESSEE & FEDERALPRINTABLE LABOR LAWS

For more information please call 1-800-745-9970

3 Tennessee Labor LawsQuestions? Learn more by calling 1-800-745-9970

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OCCUPATIONAL SAFETY AND HEALTH PROTECTION

•YouhavetherighttonotifyyouremployerorTOSHAaboutworkplacehazards.YoumayaskTOSHAtokeepyournameconfidential.

•YouhavetherighttorequestaTOSHAinspectionifyoubelievethatthereareunsafe and unhealthful conditions in your workplace. You or your representative may participate in the inspection.

•YoucanfileacomplaintwithTOSHAwithin30daysofdiscriminationbyyouremployer for making safety and health complaints or for exercising your rights undertheTOSHAActortheTennesseeHazardousChemicalRight-to-KnowAct.

•YouhavearighttoseeTOSHAcitationsissuedtoyouremployer.Youremployer must post the citations at or near the place of the alleged violation.

•Youremployermustcorrectworkplacehazardsbythedateindicatedonthecitationandmustcertifythatthesehazardshavebeenreducedoreliminated.

•YouhaverightsundertheTennesseeRighttoKnowLawconcerninghazardouschemicals in your work area. Your employer must provide training about health effects, protective measures, safe handling procedures, as well as informationoninterpretinglabelsandsafetydatasheets(SDS).Youmustbeprovided access to the safety data sheets and the workplace chemical list.

•Youhavetherighttocopiesofyourmedicalrecordsorrecordsofyourexposure to toxic and harmful substances or conditions.

•Youremployermustpostthisnoticeinyourworkplace.

You Have a Right to a Safeand Healthful Workplace.

IT’S THE LAW!



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OCCUPATIONAL SAFETY AND HEALTH PROTECTION

The Tennessee Occupational Safety and Health Act of 1972, T.C.A. §§50-3-101etseq.,assuressafeandhealthfulworkingconditionsforworkingmen and women throughout the state. The Department of Labor and Workforce Development, Division of Occupational Safety and Health(TOSHA) has the primary responsibility for administering theTOSHAAct.The rights listed here may vary depending on the particular circumstances. Tofileacomplaint,reportanemergencyorseekTOSHAadvice,assistanceorinformation,call800-249-8510oryournearestTOSHAoffice.

•Chattanooga(423)634-6424•Jackson(731)423-5640

•Kingsport(423)224-2042•Knoxville(865)594-6180 •Memphis(901)543-7259•Nashville(615)741-2793.

TofileacomplaintonlineorobtaininformationonFederalOSHAandotherstateprograms,visitOSHA’swebsiteatwww.osha.gov.

ForadditionalinformationonTOSHAvisit www. http://tn.gov/workforce/section/tosha.

AuthorizationNo.337330

(REV.3/16)


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RIGHT TO WORK

TENNESSEE RIGHT TO WORK LAW

Tennessee Code Annotated §50-1-201 et seq. states that it is unlawful for any employer or organization of any kind:

1. To deny or attempt to deny employment to any person by reason of the person’s membership in, affiliation with, resignation from or refusal to join or af filiate with any labor union or employee organization of any kind.

2. To enter into any contract, combination or agreement, written or oral, providing for exclusion from employment of any person because of membership in, affiliation with, resignation from or refusal to join or af filiate with any labor union or employee organization of any kind.

3. To exclude from employment an person by reason of the person’s payment of or failure to pay dues, fees, assessments or other charges to any labor union or employee organization of any kind.

4. Operating in this state to execute an agreement with a union or employee organization of any kind that includes a maintenance of membership clause prohibiting employees for withdrawing from a labor union or employee organization prior to the agreement’ s expiration. This section shall not apply to a city, town, municipality or county including a county having a metropolitan form of government.

An employer or organization of any kind violating any of the provisions of this part commits a Class A misdemeanor.

State Of Tennessee | Department Of Labor And Workforce Development220 French Landing Drive Nashville, TN 37243

Rev. 7/2012



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DISCRIMINATION

TENNESSEE LAW PROHIBITS DISCRIMINATION IN EMPLOYMENTIT IS ILLEGAL TO DISCRIMINATE AGAINSTANYPERSONBECAUSEOFRACE,COLOR,CREED, RELIGION,SEX,AGE,DISABILITY,ORNATIONALORIGININRECRUITMENT,TRAINING,HIRING,

DISCHARGE,PROMOTION,ORANYCONDITION,TERMORPRIVILEGEOFEMPLOYMENT.

If you feel that you have been discriminated against, contact the Tennessee Human Rights Commission.

LA LEY DE TENNESSEE PROHIBE LA DISCRIMINACIÓN EN EL EMPLEOES EN CONTRA DE LA LEY DISCRIMINAR ENCONTRADECUALQUIERPERSONADEBIDOENBASEALARAZA,COLOR,CREDO,RELIGIÓN,SEXO,EDAD,INCAPACIDADUORÍGENENELSELECCIÓN,ENTRENAMIENTO,EMPLEO,ALDESPEDIR,

PROMOVEROCUALQUIERCONDICIÓN,TÉRMINOOPRIVILEGIODEEMPLEO.

Si usted cree que ha sido víctima de discriminación, comuníquese con la Comisión de Derechos Humanos de Tennessee.

WILLIAM R. SNODGRASS TENNESSEE TOWER312 ROSA L. PARKS AVENUE

23RD FLOORNASHVILLE, TENNESSEE 37243-1102

PHONE: (615) 741-5825 OR1-800-251-3589

ESPAÑOL: 1-866-856-1252WWW.TN.GOV/HUMANRIGHTS

CONTACT US/PARA MAS INFORMACIÓN:

TennesseeHumanRightsCommission,Authorizationno.316148,0copies.Thisdocumentwaspromulgatedatacostof$0.00percopy. LastRevisedJuly2014



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WORKERS’ COMPENSATIONTENNESSEE WORKERS’ COMPENSATION INSURANCE

POSTING NOTICEHow to Report Work-Related Injuries

What should be done if injured at work?Employee

1.Immediatelyreport the injury to the employer representative named below.

2.Select a treating physician from a panel provided by your employer.

3.Ifyouhavequestionsorproblems,contacttheemployerrepresentativeortheBureauofWorkers’Compensation.

Employer1.Completeyourcompany’sinternal“WorkplaceInjuryform”andnotify your workers’ compensation insurance company

immediately, even if you have concerns about the validity of the claim.

2.Offer a panel of physicianstotheemployeeviaFormC-42availableontheBureau’swebsite.

In cases of emergency, call an ambulance and provide this form as soon as the injured employee has stabilized.

Printed name and title of the employer representative to be notified in the event of a work-related injury

Printed name of an alternative employer representative to be notified in the event of a work-related injury

Telephone number of employer representative to notify in event of a work-related injury

Address of employer representative to notify in event of a work-related injury

AuthorizationNo.337545

Workers’ Compensation law requires this notice to be posted in a conspicuous place at the work site at all times.

The Tennessee Bureau of Workers’Compensationis available to help both

employees and employers.

220FrenchLandingDr.1-BNashville,TN37243-2667

800-332-2667615-532-4810TTD:800-332-2257

tn.gov/workerscomp



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PAYDAY NOTCE / CHILD LABOR LAWSTENNESSEE DEPARTMENT OF LABOR AND WORKFORCE DEVELOPMENT

WAGE REGULATION ACTIt is unlawful for any employer to employ, permit or suffer to work any person without first informing the employee of the amount of wages to be paid (T.C.A.§50-2-101).Allwagesorcompensationofemployeesinprivateemploymentshallbedueandpayablenotlessfrequentlythanoncepermonth.Notice of regular paydays shall be posted by each employer in at least two conspicuous places.

REGULAR PAYDAY POSTED AS FOLLOWS: __________________________________________________________________ (T.C.A. §50-2-103).Eachemployeemusthavea30-minuteunpaidrestbreakormealperiodifscheduledtowork6hoursconsecutively,exceptinworkplaceenvironmentsthatbythenatureofbusinessprovideforampleopportunitytorestortakeanappropriatebreak.Suchbreakshallnotbescheduledduringorbeforethefirsthourofscheduledworkactivity(T.C.A.§50-2-103).No employer shall discriminate between employees in the same establishment on the basis of sex by paying any employee salary or wage rates less than he pays toanyemployeeofoppositesexforcomparableskill,effort,andresponsibility,andwhichareperformedundersimilarworkingconditions(T.C.A.§50-2-202).

DUTIES OF EMPLOYERS (T.C.A. §50-5-111) Employers of minors shall:1.Maintainaseparatefilerecordforeachminoremployedwhichshallbekeptattheminor’splaceofemploymentandshallincludethefollowing:

a. Employment application;b.Copyofminor’sbirthcertificate,driver’slicense,stateissuedIDorpassport,asevidenceofagebystatute;c.AccuratedailytimerecordforallminorssubjecttotheprovisionsofthisAct;d.AnyrecordsqualifyingaminorforexemptionunderT.C.A.§50-5-107(8)-(13).

2.Allowthedepartmenttoinspectallpremiseswhereminorsareorcouldbeemployedandthecontentsoftheindividualfilerecords;and3.PostinaconspicuousplaceonthebusinesspremisesaprintednoticeoftheprovisionsoftheChildLaborActfurnishedbythedepartment;4.Furnishthedepartmentwithrecordsrelativetotheemploymentofminors.Postinaconspicuousplaceonthebusinesspremisesaprintednotice

oftheprovisionsoftheChildLaborActfurnishedbythedepartment;5.Ifaminoris16or17yearsofageandishomeschooled,thefilemustincludedocumentationfromtheDirectoroftheLEA,thehomeschool,or

church-relatedschoolthatconfirmstheminor’senrollmentandauthorizationtowork(T.C.A.§50-5-105).

OCCUPATIONS PROHIBITED FOR MINORS UNDER THE AGE OF 18 (T.C.A. §50-5-106)1.Inoraboutplantsorestablishmentsmanufacturingorstoringexplosives

or articles containing explosive components;2.Motorvehicledrivingoccupations;3.Coalmineoccupations;4.Loggingandsawmilloperations;5. Operation of power-driven woodworking machines;6.Exposuretoradioactivesubstancesandionizingradiation;7.Operationofelevatorandotherpower-drivenhoistingapparatus;8. Operation of power-driven metal forming, punching and shearing machines;9.Miningelementsotherthancoal;10.Slaughtering,meatpacking,processingorrendering;11.Operationofpower-drivenbakerymachines;12.Operationofpower-drivenpaperproductsmachines;13.Manufactureofbrick,tileandkindredproducts;14. Operation of circular saws, band saws and guillotine shears;

15.Wrecking,demolitionandship-breakingoperations;16.Roofingoperations;17.Excavation operations;18.In any place of employment where the average monthly gross receipts

from the sale of intoxicating beverages exceed twenty-five percent (25%)ofthetotalgrossreceiptsoftheplaceofemployment,orinanyplace of employment where a minor will be permitted to take orders for or serve intoxicating beverages regardless of the amount of intoxicating beverages sold in the place of employment;

19.Occupations involved in youth peddling.20.Posing or modeling alone or with others while engaged in sexual

conduct for the purpose of preparing a film, photograph, negative, slide or motion picture;

21.Anyoccupationwhichthecommissionershallbyregulationdeclaretobehazardousorinjurioustothelife,health,safetyandwelfareofminors;

Minors 14 and 15 years of age may not be employed (T.C.A. §50-5-104):1.Duringschoolhours;2.Between7:00pmand7:00am;3.Morethan3hoursadayonaschoolday;4.Morethan18hoursaweekduringschoolweeks;5.Morethan8hoursadayonnon-schooldays;6.Morethan40hoursaweekduringnon-schoolweeks.

Minors 16 and 17 years of age may not be employed (T.C.A. §50-5-105)1.Duringthosehourswhentheminorisrequiredtoattendclasses;2.Betweenthehoursof10:00pmand6:00am,SundaythroughThursdayeveningsprecedingaschoolday,exceptwithparentalorguardianconsent.

Then,theminormayworkuntilmidnightnomorethan3oftheSundaythroughThursdaynights.

BREAK OR MEAL PERIOD (T.C.A. §50-5-115)Aminormusthavea30-minuteunpaidbreakormealperiodifscheduledtowork6hoursconsecutively.Suchbreakshallnotbescheduledduringorbefore the first hour of scheduled work activity.

CHILD LABOR ACT

TheTNDepartmentofLaborandWorkforceDevelopmentiscommittedtoprincipalsofequalopportunity,equalaccess,andaffirmativeaction.Auxiliaryaidsandservicesareavailableuponrequesttoindividualswithdisabilities.CallerswithhearingimpairmentsmayuseTTY/TDD711.

ForinformationonstatelawscontacttheTennesseeDepartmentofLaborandWorkforceDevelopmentLaborStandardsUnitTollFree(844)224-5818REGULATIONS www.tn.gov/workforce

TennesseeDepartmentofLabor&WorkforceDevelopment;Authorization#337477;1,000copies;August2017. Thispublicdocumentwaspromulgatedatacostof$0.09percopy.

REV.8/17



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UNEMPLOYMENT COMPENSATION

Your employer provides insurance to help protect you when you become unemployed through no fault of your own. Tennessee employers pay the full cost of unemployment insurance for their employees. Nothing is deducted from your pay to cover the cost ofthisinsurancenordoesanymoneycomefromStateofTennesseefunds.

To be eligible for benefits you must

•Beseparatedfromemploymentthroughnofaultofyourown.

•Havequalifyingwagesinthebaseperiod.

•Beableandavailableforwork.

•Searchforworkbymakingaminimumofthreetangiblejobcontactsanddocumentingduringweeklycertificationprocess.You may log in to www.Jobs4tn.gov to search for work online.

Failuretomakethreeweeklyworksearcheswillresultinalossofbenefitsunlessyouarejobattached,amemberofahiringunion,or attending training approved by the Commissioner.

If you become unemployed you may file for benefits at www.Jobs4tn.gov.

Before beginning the claim filing process, you should have your

•SocialSecurityNumber

•Telephone Number

•Address

•Name of county of residence

•Employmentdataforthelast18monthsincludingemployernameandaddress,and

•Bank routing number and bank account number if you elect to receive benefits by direct deposit; otherwise, you will receive benefitsontheWay2GoMasterCard.

UNEMPLOYMENT INSURANCEPOSTER FOR EMPLOYEES

Please post in a conspicuous place.

The TN Department of Labor and Workforce Development is committed to principles of equal opportunity, equal access, and affirmative action. Auxiliary aids and services are available upon request to individuals with disabilities. Tennessee Relay Service is 711.

AuthorizationNo.337386(REV.3/17)

You must keep your address current with the Department of Labor and Workforce Development.

Gotowww.Jobs4tn.gov to apply for unemployment benefits, to file a wage protest, to file an appeal of an agency decision, to view/update information, and to view and update your choice of type of unemployment benefit payment.

You may log in to www.Jobs4tn.gov to registerandsearch forworkbyusingservicesofferedbyourTennesseeAmericanJobCenters.TheTennesseeDepartmentof Labor andWorkforceDevelopmenthas staff available tohelp you find a joborpursuetraining opportunities.

YoumaygototheDepartment’swebsiteathttp://www.tn.gov/workforce/topic/find-local-help to find the location of the most convenientTennesseeAmericanJobCenter.



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NO SMOKING NOTICE

NO SMOKINGINDIVIDUAL VIOLATION: $50 FINE

BUSINESS VIOLATION: $100 - $500 FINE



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

OVERTIME PAY Atleast1½timesyourregularrateofpayforallhoursworkedover40inaworkweek.

CHILD LABOR Anemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhazardousbytheSecretaryofLabor.Youths14and15yearsoldmayworkoutsideschoolhoursinvariousnon-manufacturing,non-mining,non-hazardousjobswithcertainworkhoursrestrictions.Different rules apply in agricultural employment.

TIP CREDIT Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based ontipsreceivedbytheiremployees.Employersmustpaytippedemployeesacashwageofatleast$2.13perhouriftheyclaimatipcreditagainsttheirminimumwageobligation.Ifanemployee’stipscombinedwiththeemployer’scashwageofatleast$2.13perhourdonotequaltheminimumhourlywage,theemployermustmakeup the difference.

NURSING MOTHERS TheFLSArequiresemployerstoprovidereasonablebreaktimeforanursingmotheremployeewhoissubjecttotheFLSA’sovertimerequirementsinorderfortheemployeetoexpressbreastmilkforhernursingchildforoneyearafterthechild’sbirtheachtimesuchemployeehasaneedtoexpressbreastmilk.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.

ENFORCEMENT 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 theFLSA’schildlaborprovisions.Heightenedcivilmoneypenaltiesmaybeassessedforeachchildlaborviolationthatresultsinthedeathorseriousinjuryofanyminoremployee,andsuchassessmentsmaybedoubledwhentheviolations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers whofileacomplaintorparticipateinanyproceedingundertheFLSA.

ADDITIONAL INFORMATION• Certainoccupationsandestablishmentsareexemptfromtheminimumwage,and/orovertimepayprovisions.• SpecialprovisionsapplytoworkersinAmericanSamoa,theCommonwealthoftheNorthernMarianaIslands,

andtheCommonwealthofPuertoRico.• Somestatelawsprovidegreateremployeeprotections;employersmustcomplywithboth.• Someemployersincorrectlyclassifyworkersas“independentcontractors”whentheyareactuallyemployees

undertheFLSA.Itisimportanttoknowthedifferencebetweenthetwobecauseemployees(unlessexempt)areentitledtotheFLSA’sminimumwageandovertimepayprotectionsandcorrectlyclassifiedindependentcontractors are not.

• Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimum wage under special certificates issued by the Department of Labor.

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT

BEGINNINGJULY 24, 2009

PER HOUR$7.25FEDERAL MINIMUM WAGE

WAGE AND HOUR DIVISIONUNITEDSTATESDEPARTMENTOFLABOR1-866-487-9243 TTY:1-877-889-5627

www.dol.gov/whd WH1088REV07/16

FEDERAL MINIMUM WAGE



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EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN TitleVIIof theCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral, and other aspects of employment, on the basis of race, color, religion, sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodation does not impose undue hardship.DISABILITY TitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended, 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 TheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicantsandemployees40yearsofageorolderfromdiscriminationbasedonageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral, and other aspects of employment.SEX (WAGES) InadditiontosexdiscriminationprohibitedbyTitleVIIoftheCivilRightsAct, asamended, theEqualPayActof1963,asamended,prohibits sexdiscrimination in the payment of wages to women and men performing substantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,under similar working conditions, in the same establishment.

GENETICS Title II of the Genetic Information Nondiscrimination Act of 2008protects 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 restrictsemployers’ acquisition of genetic information and strictly limits disclosure ofgenetic information. Genetic information includes information about genetictests of applicants, employees, or their family members; the manifestation of diseasesordisordersinfamilymembers(familymedicalhistory);andrequestsforor receipt of genetic services by applicants, employees, or their family members.RETALIATION All of these Federal laws prohibit covered entities fromretaliating 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 discriminationissuspected:TheU.S.EqualEmploymentOpportunityCommission(EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-freeTTY number forindividualswithhearingimpairments).EEOCfieldofficeinformationisavailableat www.eeoc.gov or inmost telephone directories in the U.S. Government orFederal Government section. Additional information about EEOC, includinginformation about charge filing, is available at www.eeoc.gov.

PRIVATE EMPLOYERS, STATE AND LOCAL GOVERNMENTS, EDUCATIONAL INSTITUTIONS, EMPLOYMENT AGENCIES AND LABOR ORGANIZATIONS

Applicantstoandemployeesofmostprivateemployers,stateandlocalgovernments,educationalinstitutions,employmentagencies andlabororganizationsareprotectedunderFederallawfromdiscriminationonthefollowingbases:

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSApplicantstoandemployeesofcompanieswithaFederalgovernmentcontractorsubcontractareprotected

under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN ExecutiveOrder11246,asamended,prohibitsemploymentdiscrimination based on race, color, religion, sex, sexual orientation, gender identity,ornationalorigin,andrequiresaffirmativeactiontoensureequalityofopportunity in all aspects of employment.PAY SECRECY Executive Order 11246, as amended, protects applicants andemployees from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees.INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of1973, as amended, protects qualified individuals with disabilities fromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,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 applicantor employee,barringunduehardship to the employer. Section503also requires that Federal contractors take affirmative action to employ andadvance in employment qualified individuals with disabilities at all levels of

employment, including the executive level.PROTECTED VETERANS The Vietnam Era Veterans’ Readjustment AssistanceActof1974,asamended,38U.S.C.4212,prohibitsemploymentdiscriminationagainst, and requires affirmative action to recruit, employ, and advance inemployment, disabled veterans, recently separated veterans (i.e., within three yearsofdischargeorreleasefromactiveduty),activedutywartimeorcampaignbadgeveterans,orArmedForcesservicemedalveterans.RETALIATION Retaliation is prohibited against a personwho files a complaintof discrimination, participates in an OFCCP proceeding, or otherwise opposesdiscriminationunder theseFederal laws.Anypersonwhobelievesacontractorhas violated its nondiscrimination or affirmative action obligations under theauthorities above should contact immediately: The Office of Federal ContractCompliance Programs (OFCCP), U.S. Department of Labor, 200 ConstitutionAvenue, N.W.,Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337(TTY)[email protected],orbycallinganOFCCPregionalordistrictoffice,listedinmosttelephonedirectoriesunderU.S.Government,DepartmentofLabor.

RACE, COLOR, NATIONAL ORIGIN, SEX InadditiontotheprotectionsofTitleVIIoftheCivilRightsActof1964,asamended,TitleVIoftheCivilRightsActof1964,as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. EmploymentdiscriminationiscoveredbyTitleVIiftheprimaryobjectiveofthefinancial 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 prohibitsemployment discrimination on the basis of sex in educational programs or

activities which receive Federal financial assistance. INDIVIDUALS WITH DISABILITIES Section504oftheRehabilitationActof1973,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 ofthejob.Ifyoubelieveyouhavebeendiscriminatedagainstinaprogramofanyinstitution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

IfyoubelievethatyouhaveexperienceddiscriminationcontactOFCCP:1-800-397-6251|TTY1-877-889-5627| www.dol.gov.

EEOC9/02andOFCCP8/08VersionsUseableWith11/09Supplement MandatorySupplementtoEEOCP/E-1(Revised11/09)“EEOistheLaw”Poster

EEOC | EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW



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LEAVE ENTITLEMENTS Eligibleemployeeswhoworkforacoveredemployercantakeupto12weeksofunpaid, job-protectedleaveina12-monthperiodforthefollowingreasons:•Thebirthofachildorplacementofachildforadoptionorfostercare;•Tobondwithachild(leavemustbetakenwithin1yearofthechild’sbirthorplacement);•Tocarefortheemployee’sspouse,child,orparentwhohasaqualifyingserioushealthcondition;•Fortheemployee’sownqualifyingserioushealthconditionthatmakestheemployeeunabletoperformtheemployee’sjob;•Forqualifyingexigenciesrelatedtotheforeigndeploymentofamilitarymemberwhoistheemployee’sspouse,child,orparent.Aneligibleemployeewhoisacoveredservicemember’sspouse,child,parent,ornextofkinmayalsotakeupto26weeksofFMLAleaveinasingle12-monthperiodtocarefortheservicememberwithaseriousinjuryorillness.Anemployeedoesnotneedtouseleaveinoneblock.Whenitismedicallynecessaryorotherwisepermitted,employeesmaytakeleaveintermittentlyoronareducedschedule.Employeesmaychoose,oranemployermayrequire,useofaccruedpaidleavewhiletakingFMLAleave.IfanemployeesubstitutesaccruedpaidleaveforFMLAleave,theemployeemustcomplywiththeemployer’snormalpaidleavepolicies.

BENEFITS & PROTECTIONS WhileemployeesareonFMLA leave,employersmustcontinuehealth insurancecoverageas if theemployeeswerenoton leave.Upon return fromFMLA leave,mostemployeesmustbe restored to thesame joboronenearlyidenticaltoitwithequivalentpay,benefits,andotheremploymenttermsandconditions.Anemployermaynotinterferewithanindividual’sFMLArightsorretaliateagainstsomeoneforusingortryingtouseFMLAleave,opposinganypracticemadeunlawfulbytheFMLA,orbeinginvolvedinanyproceedingunderorrelatedtotheFMLA.

ELIGIBILITY REQUIREMENTS AnemployeewhoworksforacoveredemployermustmeetthreecriteriainordertobeeligibleforFMLAleave.Theemployeemust:•Haveworkedfortheemployerforatleast12months;•Haveatleast1,250hoursofserviceinthe12monthsbeforetakingleave;*and•Workatalocationwheretheemployerhasatleast50employeeswithin75milesoftheemployee’sworksite.*Special“hoursofservice”requirementsapplytoairlineflightcrewemployees.

REQUESTING LEAVE Generally,employeesmustgive30-days’advancenoticeoftheneedforFMLAleave.Ifitisnotpossibletogive30-days’notice,anemployeemustnotifytheemployerassoonaspossibleand,generally,followtheemployer’susualprocedures.Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if theleavequalifiesforFMLAprotection.Sufficientinformationcouldincludeinforminganemployerthattheemployeeisorwillbeunable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization orcontinuingmedicaltreatmentisnecessary.EmployeesmustinformtheemployeriftheneedforleaveisforareasonforwhichFMLAleave 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.

EMPLOYER RESPONSIBILITIES Once an employer becomes aware that an employee’s need for leave is for a reason thatmayqualifyundertheFMLA,theemployermustnotifytheemployeeifheorsheiseligibleforFMLAleaveand,ifeligible,mustalsoprovideanoticeofrightsandresponsibilitiesundertheFMLA.Iftheemployeeisnoteligible,theemployermustprovideareasonforineligibility.EmployersmustnotifyitsemployeesifleavewillbedesignatedasFMLAleave,andifso,howmuchleavewillbedesignatedasFMLAleave.

ENFORCEMENT EmployeesmayfileacomplaintwiththeU.S.DepartmentofLabor,WageandHourDivision,ormaybringaprivatelawsuitagainstanemployer.TheFMLAdoesnotaffectanyfederalorstatelawprohibitingdiscriminationorsupersedeanystateorlocal law or collective bargaining agreement that provides greater family or medical leave rights.

THEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

For additional information or to file a complaint:1-866-4-USWAGE

(1-866-487-9243)TTY:1-877-889-5627WWW.WAGEHOUR.DOL.GOV

U.S.DepartmentofLabor|WageandHourDivision WH1420aREV04/16

EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT

FMLA | FAMILY AND MEDICAL LEAVE ACT



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USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

U.S.DepartmentofJustice OfficeofSpecialCounsel

UN

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OFF

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EmployerSupportOfTheGuardAndReserve1-800-336-4590U.S.DepartmentofLabor

1-866-487-2365

YOUR RIGHTS UNDER USERRATHE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

USERRAprotectsthejobrightsofindividualswhovoluntarilyorinvoluntarilyleaveemploymentpositionstoundertakemilitaryserviceorcertaintypesofserviceintheNationalDisasterMedicalSystem.USERRAalsoprohibitsemployersfromdiscriminatingagainstpastandpresentmembers of the uniformed services, and applicants to the uniformed services.

REEMPLOYMENT RIGHTSYouhavetherighttobereemployedinyourcivilianjobifyouleavethatjobtoperformserviceintheuniformedserviceand:• 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.Ifyouareeligibletobereemployed,youmustberestoredtothejoband benefits you would have attained if you had not been absent due tomilitaryserviceor,insomecases,acomparablejob.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATIONIf you:•are a past or present member of the uniformed service;•have applied for membership in the uniformed service; or•are obligated to serve in the uniformed service;then an employer may not deny you:•initial employment;•reemployment;•retention in employment;•promotion; or•any benefit of employmentbecause of this status.In addition, an employer may not retaliate against anyone assisting intheenforcementofUSERRArights,includingtestifyingormakingastatementinconnectionwithaproceedingunderUSERRA,evenifthatperson has no service connection.

HEALTH INSURANCE PROTECTION

•Ifyouleaveyourjobtoperformmilitaryservice,youhavetherighttoelect to continue your existing employer-based health plan coverage foryouandyourdependentsforupto24monthswhileinthemilitary.

•Evenifyoudon’telecttocontinuecoverageduringyourmilitaryservice,youhavetherighttobereinstatedinyouremployer’shealthplan when you are reemployed, generally without any waiting periodsorexclusions(e.g.,pre-existingconditionexclusions)exceptforservice-connectedillnessesorinjuries.

ENFORCEMENT

•TheU.S.DepartmentofLabor,VeteransEmploymentandTrainingService(VETS)isauthorizedtoinvestigateandresolvecomplaintsofUSERRAviolations.

•Forassistanceinfilingacomplaint,orforanyotherinformationonUSERRA,contactVETSat1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets.AninteractiveonlineUSERRAAdvisorcanbe viewed at http://www.dol.gov/elaws/userra.htm.

•IfyoufileacomplaintwithVETSandVETSisunabletoresolveit,youmayrequestthatyourcasebereferredtotheDepartmentofJusticeortheOfficeofSpecialCounsel,asapplicable,forrepresentation.

•YoumayalsobypasstheVETSprocessandbringacivilactionagainstanemployerforviolationsofUSERRA.

Therightslistedheremayvarydependingonthecircumstances.ThetextofthisnoticewaspreparedbyVETS,andmaybeviewedontheinternet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rightsunderUSERRA,andemployersmaymeetthisrequirementbydisplayingthetextofthisnoticewheretheycustomarilyplacenoticesforemployees.

PublicationDate—April2017



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WAGE AND HOUR DIVISIONUNITEDSTATESDEPARTMENTOFLABOR

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

WH1462REV07/16

EMPLOYEE RIGHTSEMPLOYEE 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.

PROHIBITIONS Employers are generally prohibited from requiring or requesting any employee orjobapplicanttotakealiedetectortest,andfromdischarging,disciplining,ordiscriminatingagainst an employee or prospective employee for refusing to take a test or for exercising other rightsundertheAct.

EXEMPTIONS Federal,Stateandlocalgovernmentsarenotaffectedbythelaw.Also,thelawdoesnotapplytotestsgivenbytheFederalGovernmenttocertainprivateindividualsengagedinnationalsecurity-relatedactivities.TheActpermitspolygraph(akindofliedetector)teststobeadministeredintheprivatesector,subjecttorestrictions,tocertainprospectiveemployeesofsecurityservicefirms(armoredcar,alarm,andguard),andofpharmaceuticalmanufacturers,distributorsanddispensers.TheActalsopermitspolygraphtesting,subjecttorestrictions,ofcertain employees of private firms who are reasonably suspected of involvement in a workplace incident(theft,embezzlement,etc.)thatresultedineconomiclosstotheemployer.ThelawdoesnotpreemptanyprovisionofanyStateorlocallaworanycollectivebargainingagreement which is more restrictive with respect to lie detector tests.

EXAMINEE RIGHTS Wherepolygraphtestsarepermitted,theyaresubjecttonumerousstrictstandards 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,andtherightnottohavetestresultsdisclosedtounauthorizedpersons.

ENFORCEMENT TheSecretaryofLabormaybringcourtactionstorestrainviolationsandassesscivilpenaltiesagainstviolators.Employeesorjobapplicantsmayalsobringtheirowncourtactions.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

EMPLOYEE POLYGRAPH PROTECTION ACT



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OSHA | OCCUPATIONAL SAFETY AND HEALTH ACT

All workers have the right to:

A safe workplace.

Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against.

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

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.

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

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

Employers must:

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.

Comply with all applicable OSHA standards.

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

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

Prominently display this poster in the workplace.

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

U.S. Department of Labor



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OSHA | OCCUPATIONAL SAFETY AND HEALTH ACT (Continued)

U.S. Department of Labor

See any OSHA citations issued to your employer.

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

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

This poster is available free from OSHA.

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

Contact OSHA. We can help.

OSHA

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ANTI-DISCRIMINATION NOTICE

It is illegal to discriminate against work authorizedindividuals.EmployersCANNOTspecifywhichdocument(s)theywillaccept

from an employee. The refusal to hire an individual because the documents have a future expiration date may also constitute

illegal discrimination.

For information, please contactTheOfficeofSpecialCounselforImmigrationRelatedUnfairEmploymentPracticesOfficeat

800-255-7688.



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WITHHOLDING STATUS

Publication213(Rev.8-2009)

Cat.No.11047P

www.irs.gov

Since you last filed form W-4 with your employer did you...•Marryordivorce?•Gainorloseadependent?•Changeyourname?

Were there major changes to...•Yournon-wageincome(interest,dividends,capitalgains,etc.)?•Yourfamilywageincome(youoryourspousestartedorended ajob)?

•Youritemizeddeductions?•Yourtaxcredits?

If you can answer “YES”...To any of these questions or you owed extra tax when you filed your lastreturn,youmayneedtofileanewformW-4.SeeyouremployerforacopyofFormW-4orcalltheIRSat1-800-829-3676.Now is the time to check your withholding. For more details, get Publication919,How Do I Adjust My Tax Withholding?, or use the WithholdingCalculatorat:www.irs.gov/individualsontheIRSwebsite.

Employer:PleasepostorpublishthisBulletinBoardPostersothatyouremployeeswillseeit.Pleaseindicatewheretheycangetformsandinformationonthissubject.



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PAYDAY NOTICE

By: ______________________________________________________________________________________

Title: _____________________________________________________________________________________

Weekly Bi-Weekly Monthly

Other _________________________________________________

Regular Paydays for Employees of

_______________________________________________________________________(Company Name)

Shall be as follows:

know your rights in the workplace - excelsior defense, … labor laws.pdf · church-related school...

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