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Labor Compliance​

LABOR POSTER 2023 Download Complete Labor Poster Pack

​Employee Notice
Your Rights Are Protected 

The Federal Government and the State of California have established laws and regulations that protect the rights of employees. As your employer, we are conspicuously posting the information that is required by the Federal Government and the State of California to better inform you of your rights as an employee of our company. If you should have any questions regarding these postings, please contact the personnel office or your immediate supervisor.

Note: The Comply Anywhere Poster (CAP) Pack is designed to provide accurate and authoritative information in regard to the subject matter covered. Businesses with one or more employees are required to comply with federal, state and/or local law notification and posting requirements. CAP will not satisfy all labor law posting and notification requirements that must be posted conspicuously in a location frequented by employees at a business. CAPs should be used only as a supplementary product when space is limited.

California Posters -
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California Minimum Wage​

ca minimum wage

TAKE NOTICE that on April 4, 2016, the Governor of California signed legislation passed by the California Legislature, raising the minimum wage for all industries. (SB 3, Stats of 2016, amending section 1182.12. of the California Labor Code.) Pursuant to its authority under Labor Code section 1182.13, the Department of Industrial Relations amends and republishes Sections 2, 3, and 5 of the General Minimum Wage Order, MW-2022. Section 1, Applicability, and Section 4, Separability, have not been changed. Consistent with this enactment, amendments are made to the minimum ​wage, and the meals and lodging credits sections of all of the IWC's industry and occupation orders. This summary must be made available to employees in accordance with the IWC's wage orders. Copies of the full text of the amended wage orders may be obtained by downloading online at https://www.dir.ca.gov/iwc/WageOrderIndustries.htm​ or by contacting your local Division of Labor Standards Enforcement office. ​

Download Complete California Minimum Wage Section​​​

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Discrimination & Harassment


The California Civil Rights Department (CRD) enforces laws that protect you from illegal discrimination and harassment in employment based on your actual or perceived: Ancestry, Age(40 and above), Color, Disability (physical, developmental, mental health/psychiatric, HIV and AIDS), Genetic Information, Gender Expression, Gender Identity, Marital Status, Medical Condition (genetic characteristics, cancer, or a record or history of cancer), Military or Veteran Status, National Origin (includes language restrictions and possession of a driver’s license issued to undocumented immigrants), Race (includes hair texture and hairstyles), Religion (includes religious dress and grooming practices), Reproductive Health Decisionmaking, Sex/Gender (includes pregnancy, childbirth, breastfeeding and/or related medical conditions), Sexual Orientation.

Download Complete Discrimination & Harassment Section​​​

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Sexual Harassment

Sexual Harassment

Sexual harassment is a form of discrimination based on sex/gender (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, or sexual orientation. Individuals of any gender can be the target of sexual harassment. Unlawful sexual harassment does not have to be motivated by sexual desire. Sexual harassment may involve harassment by a person of the same gender, regardless of either person’s sexual orientation or gender identity.

Download Complete Sexual Harassment Section​​​

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OSHA - Safety & Health Protection on the Job


California law provides workplace safety and health protections for workers through regulations enforced by the Division of Occupational Safety and Health (Cal/OSHA). This poster explains some basic requirements and procedures to comply with the state’s workplace safety and health standards and orders. The law requires that this poster be displayed. Failure t​​o do so could result in a substantial penalty. Cal/OSHA standards can be found at www.dir.ca.gov/samples/search/query.htm​. ​

Download Complete OSHA Section​​​

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OSHA Form 300A: Annual Summary of Work-Related Injuries & Illnesses


All establishments covered by CCR Title 8 Section 14300 must complete this Annual Summary, even if no work-related injuries or illnesses occurred during the year. Remember to review the Log to verify that the entries are complete and accurate before completing this summary.

Using the Log, count the individual entries you made for each category. Then write the totals below, making sure you’ve added the entries from every page of the Log. If you had no cases, write “0.” Employees, former employees, and their representatives have the right to review the Cal/OSHA Form 300 in its entirety. They also have limited access to the Cal/OSHA Form 301 or its equivalent. See CCR Title 8 Section 14300.35, in Cal/OSHA’s recordkeeping rule, for further details on the access provisions for these forms.​

Download Complete OSHA Form 300A Section​​​

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EDD: Notice to Employees

edd notice

Unemployment Insurance benefits based on wages earned while employed by a public or nonprofit educational institution may not be paid during a school recess period if the employee has reasonable assurance of returning to work at the end of the recess period (California Unemployment Insurance Code section 1253.3). Benefits based on other covered employment may be payable during recess periods if the unemployed individual is in all other respects eligible, and the wages earned in other covered employment are sufficient to establish an Unemployment I​​nsurance claim after excluding wages earned from a public or nonprofit educational institution(s). Note: Some employees may be exempt from Unemployment and Disability Insurance coverage.​

Download Complete EDD Notice Section​​​

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Worker's Compensation: Notice to Employees - Injuries Caused by Work

whistleblowers are protected

You may be entitled to workers' compensation benefits if you are injured or become ill because of your job. Workers' compensation covers most work-related physical or mental injuries and illnesses. An injury or illness can be caused by one event (such as hurting your back in a fall) or by repeated exposures (such as hurting your wrist from doing the same motion over and over). ​

Download Complete Worker's Compensation Section​​​

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Whistleblowers Are Protected​​​

whistleblowers are protected

It is the public policy of the State of California to encourage employees to notify an appropriate government for law enforcement agency, person with authority over the employee, or another employee with authority to investigate, discover, or correct the violation or noncompliance, and to provide information to and testif​y before a public body conducting an investigation, hea​ring or inquiry, when they have reason to believe their employer is violating a state or federal statute, or violating or not complying with a local, state or federal rule or regulation.

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Time Off to Vote/Tobacco Smoking

voting and smoking poster


If you are scheduled to be at work during that time and you do not have sufficient time outside of working hours to vote at a statewide election, California law allows you to take up to two hours off to vote, without losing any pay. You may take as much time as you need to vote, but only two hours of that time will be paid. Your time off for voting can be only at the beginning or end of your regular work shift, whichever allows the most free time for voting and the least time off from your regular working shift, unless you make another arrangement with your employer. If three working days before the election you think you will need time off to vote, you must notify your employer at least two working days prior to the election.

Tobacco Smoking: Most places of employment and owner-operated businesses within the state of California must comply with the tobacco smokin​g provisions of California Labor Code Section 6404.5. This Facility has adopted the following smoking policies as required by law:

Download Complete Voting & Tobacco Smoking Section​​​

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Your Rights & Obligations as a Pregnant Employee

rights and obligations

It is the public policy of the State of California to encourage employees to notify an appropriate government for law enforcement agency, person with auth​ority over the employee, or another employee with authority to investigate, discover, or correct the violation or noncompliance, and to provide information to and testif​y before a public body conducting an investigation, he​aring or inquiry, when they have reason to believe their employer is violating a state or federal statute, or violating or not complying with a local, state or federal rule or regulation.

Download Complete Rights & Obligations as a Pregnant Employee Section​​​

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Family Care & Medical Leave & Pregnancy Disability Leave

family care and medical leave

Under the California Family Rights Act of 1993 (CFRA), if you have more than 12 months of service with us and have worked at least 1,250 hours in the 12-month period before the date you want to begin your leave, and if we employ five or more employees, you may have a right to a family care or medical leave (CFRA leave). This leave may be up to 12 workweeks in a 12-month period for the birth, adoption, or foster care placement of your child or for your own serious health condition or that of your child, parent, parent-in-law, grandparent, sibling, spouse, or domestic partner. While the law provides only unpaid leave, employees may choose or employers may require use of accrued paid leave while taking CFRA leave under certain circumstances.​

Download Complete Family Care & Medical Leave & Pregnancy Disability Leave Section​​​

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Payday Notice

Access to Medical & Exposure Records

medical and exposure records​​
By Cal/OSHA Regulation - General Industry Safety Order 3204 -
You have the right to see and copy: 

Your medical records and records of exposure to toxic substances or harmful physical agents. 

Records of exposure to toxic substances or harmful physical agents of other employees with work conditions similar to yours. 

Safety Data Sheets (SDS) or other information that exists for chemicals or substances used in the workplace, or which employees may be exposed.

Download Complete Access to Medical & Exposure Section​​​

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Healthy Workplaces/Healthy Families Act of 2014 Paid Sick Leave

healthy workplaces​​
​An employee who, on or after July 1, 2015, works in California for 30 or more days within a year from the beginning of employment is entitled to paid sick leave. 

Paid sick leave accrues at the rate of one hour per every 30 hours worked, paid at the employee’s regular wage rate. Accrual shall begin on the first day of employment or July 1, 2015, whichever is later. 

Accrued paid sick leave shall carry over to the following year of employment and may be capped at 48 hours or 6 days. However, subject to specified conditions, if an employer has a paid sick leave, paid leave or paid time off policy (PTO) that provides no less than 24 hours or three days of paid leave or paid time off, no accrual or carry over is required if the full amount of leave is received at the beginning of each year in accordance with the policy.

Download Complete Healthy Workplaces/Family Act Section​​​

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Rights of Employees Who Are Transgender or Gender Nonconforming

rights of employees

California law protects transgender and gender nonconforming people from discrimination, harassment, and retaliation at work. These protections are enforced by the civil rights department (CRD)

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California Conditional Notices​​ - Download Complete​​

Additional Notices

Additional Notices

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​​​

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Federal​ Posters -
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Employee Rights: Federal Minimum Wage​

ca minimum wage

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​​​

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Employee Rights: Employee Polygraph Protection Act​

Download Employee Polygraph Protection Act Poster​

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​​​

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Know Your Rights: Workplace Discrimination is Illegal

Workplace Discrimination is Illegal
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​​​

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USERRA: Uniformed Services Employment & 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.​​

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Employee Rights Under the Family & Medical Leave Act

FMLA Poster

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​​​

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IRS Notices 797 & 1015​

IRS Notices

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.

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OSHA: Job Safety & Health

OSHA poster

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.

Download Complete OSHA​​ Section​​​

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Employee Rights: National Labor Relations Act


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.

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Everify poster

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​​​​

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Anti-Discrimination Notice

Anti_Discrimination poster

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​​​

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Immigrant & Employee Rights

Immigrant & Employee Rights poster
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.

Download Complete Immigrant & Employee Rights Section​​​

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Migrant & Seasonal Agricultural Worker Protection Act

workers compensation

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​​​

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Employee Rights: Government Contracts

Government Contracts

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​​​

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Employee Rights: Under the Davis-Bacon Act

Davis Bacon Act

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.

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Employee Rights: Workers with Disabilities Paid at Subminimum Wages

Subminimum Wages

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​​​

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Worker Rights: Minimum Wage for Contractors​​

Minimum Wage for Contractors

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.​

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Pay Transparency Nondescrimination Provision

Pay Transparency

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​​​

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Worker Rights: Paid Sick Leave for Federal Contractors

sick leave for contractors

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​​​

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Fraud Waste & Abuse Reporting

Fraud Waste

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.​​

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