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With the purchase of your California Digital Comply Anywhere Poster Pack, you are entitled to free downloads of conditionally required industry-specific and municipal postings. See instructions below to review and download additionally required materials. 

1) Review all conditional notices required in the state of California. 

2) Download, print and post any notices that pertain to your business type, demographic and/or location.

To download these materials, please visit: www.personnelconcepts.com/downloads/cacn​​

When prompted, enter the ACCESS CODE: PCCACN​​

Download Additional Notice's Section​​​

Download Additional Notice's Poster​​​​​

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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.​

Download Complete Federal Minimum Wage Section​​​

Download Federal Minimum Wage Poster​​​​​

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

Download Employee Polygraph Protection Act Section​​​

Download Employee Polygraph Protection Act Poster​​​​

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The U.S. Equal Employm​ent Opportunity Commission (EEOC) enforces Federal laws that pro​​tect you from discrimination in employment. If you believe you’ve been discriminated against at work or in applying for a job, the EEOC may be able to help.​

Download Complete Workplace Discrimination is Illegal Section​​​

Download Workplace Discrimination is Illegal Poster​​​

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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.​​

Download Complete USERRA Section​​​

Download USERRA Poster​​​

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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 emp​loyee 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.​

Download Complete Family & Medical Leave Act Section​​​

Download Family & Medical Leave Act Poster​​​

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Eligible employees claim the EIC on their 2022 tax return. Even an employee who has no tax withheld from wages and owes no tax may claim the EIC and ask for a refund, but they must file a tax return to do so. For example, if an employee has no tax withheld in 2022 and owes no tax but is eligible for a credit of $800, they must file a 2022 tax return to get the $800 refund.

Download Complete IRS Notices Section​​​

Download IRS Notices ​​Poster​​​

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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.

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Download Complete OSHA​​ Section​​​

Download OSHA Poster​

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The NRLA 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 NRLA are protected from certain types of employ​​er and union misconduct. This Notice gives you general information about your rights, and about the obligations of employers and unions under the NRLA. Contact the National Labor Relations Board, the Federal agency that investigates and resolves complaints under the NRLA, using the contact information supplied below, if you have any questions about the specific rights that may apply in your particular workplace.

Download Complete NRLA Section​​​

Download NRLA Poster​​​​​

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This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9.​

Download Complete E-Verify Section​​​​

Download E-Verify Poster​​​

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It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the documentation presented has a future expiration date may also constitute illegal discrimination. If you think discrimination has occurred, call the Immig​rant and Employee Rights Section at 1-800-255-7688.​

Download Complete Anti-Discrimination Notice Section​​​

Download An​​ti-Discrimination Notice Poster​​​

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If you have the skills, experience, and legal right to work, your citizenship or immigration status shouldn’t get in the way. Neither should the place you were bor​n or another aspect of your national origin.bA part of U.S. immigration laws protects legally-authorized workers from discri-mination based on their citizenship status and national origin. You can read this law at 8 U.S.C. § 1324b. The Immigrant and Employee Rights Sectionb(IER) may be able to help if an employer treats you unfairly in violation of this law.

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Download Complete Immigrant & Employee Rights Section​​​

Download Immigrant & Employee Rights Poster​​​

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This federal law requires agricultural employers, agricultural associations, farm labor contractors and their employees to observe certain labor standards when employing migrant and seasonal farmworkers contractors are required to register with the U.S. Department of Labor.

Download Complete Migrant & Seasonal Agricultural Worker Protection Act Section​​​

Download Migrant & Seasonal Agricultural Worker Protection Act​​ Poster​​​

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On the date a service employee commences work on a contract in excess of $2,500, the contractor (or subcontractor) must provide the employee with a notice of the compensation required by the act. The posting of the notice (including any applicable wage determination) contained on the reverse in a location where it may be seen by all employees performing on the contract will satisfy this requirement.

Download Complete Government Contracts Section​​​

Downloa​d Government Contracts​​​​ Poster​​​

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Contract payments can be withheld to ensure workers receive wages and overtime pay due, and liquidated damages may apply if overtime pay requirements are not met. Davis-Bacon contract clauses allow contract termination and debarment of contractors from future federal contracts for up to three years. A contractor who falsifies certified payroll records or induces wage kickbacks may be subject to civil or criminal prosecution, fines and/or imprisonment.

Download Complete Davis-Bacon Act Section​​​

Download Davis-Bacon Act Poster​​​

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This establishment has a certificate authorizing the payment of subminimum wages to workers who are disabled for the work they are performing. Authority to pay subminimum wages to workers with disabilities generally applies to work covered by the Fair Labor Standards Act (FLSA), McNamara-O’Hara Service Contract Act (SCA), and/or Walsh-Healey Public Contracts Act (PCA). Such subminimum wages are referred to as “commensurate wage rates” and are less than the basic hourly rates stated in an SCA wage determination and/or less than the FLSA minimum wage of $7.25 per hour. A “commensurate wage rate” is based on the worker’s individual productivity, no matter how limited, in proportion to the wage and productivity of experienced workers who do not have disabilities that impact their productivity when performing essentially the same type, quality, and quantity of work in the geographic area from which the labor force of the community is drawn. 

Employers shall make this poster available and display it where employees and the parents and guardians of workers with disabilities can readily see it.​

Download Complete Worker's with Disabilities Paid at Subminimum Wages​ Section​​​

Download Worker's with Disabilities Paid at Subminimum Wages​​ Poster​​​

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The U.S. Department of Labor’s Wage and Hour Division (WHD) is responsible for enforcing this law. WHD can answer questions about your workplace rights and protections, investigate employers, and recover back wages. All WHD services are free and confidential. Employers cannot retaliate or discriminate against someone who files a complaint or participates in an investigation. WHD will accept a complaint in any language. You can find your nearest WHD office online at www.dol.gov/agencies/whd/contact/local-offices or by calling toll-free 866-4US-WAGE (866-487-9243). We do not ask workers about their immigration status. We can help.​

Download Complete Minimum Wage for Contractors Section​​​

Download Minimum Wage for Contractors Poster​​​

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The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)​

Download Complete Pay Transparency Nondescrimination Provision Section​​​

Download Pay Transparency Nondescrimination Provision​​ Poster​​​

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Executive Order 13706, Establishing Paid Sick Leave for Federal Contractors, requires certain employers that contract with the Federal Government to provide employees working on or in connection with those contracts with 1 hour of paid sick leave for every 30 hours they work—up to 56 hours of paid sick leave each year. Employees must be permitted to use paid sick leave for their own illness, injury​, or other health-related needs, including preventive care; t​o assist a family member who is ill, injured, or has other health-related needs, including preventive care; or for reasons resultin​g from, or to assist a family member who is the victim of, domestic violence, sexual assault, or stalking. Employers are required to inform employees of their paid sick leave balances and must approve all valid requests to use paid sick leave. Rules about when and how employees should ask to use paid sick leave also apply. More information about the paid sick leave requirements is available at www.dol.gov/whd/govcontracts/eo13706.​

Download Complete Paid Sick Leave for Federal Contractors Section​​​

Download Paid Sick Leave for Federal Contractors Poster​​​

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To provide a confidential, reliable means to report violations of law, rule, or regulation; fraud, waste, and abuse; mismanagement; trafficking in persons; serious security incidents; or other criminal or administrative misconduct that involve ​​DoD personnel and operations, without fear of reprisal.​​

Download Complete Fraud Waste & Abuse Reporting Section​​​

Download Fraud Waste & Abuse Reporting Poster​​​

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