Labor Compliance
Download Complete Labor Poster Pack
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
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.) and, in 2023, raised the minimum wage payable by certain Fast Food Restaurant employers (AB 1228, Stats. 2023) and Healthcare Facility employers (SB 525, Stats. 2023). 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-2024. Section 1, Applicability, and Section 4, Separability, have not been changed. Consistent with these enactments, 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
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
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
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 to 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 Cal/OSHA Section
You must record information about every work-related death and/or about every work-related injury or illness that involves loss of consciousness, restricted work activity or job transfer, days away from work, or medical treatment beyond first aid. You must also record significant work-related injuries and illnesses that are diagnosed by a physician or licensed health care professional. You must also record work-related injuries and illnesses that meet any of the specific recording criteria listed in CCR Title 8 Section 14300.8 through 14300.12. Feel free to use two lines for a single case if you need to. You must complete an Injury and Illness Incident Report (Cal/OSHA Form 301) or equivalent form for each injury or illness recorded on this form. If you’re not sure whether a case is recordable, call your local Cal/OSHA office for help.
Download Complete Annual Summary of Work-Related Injuries & Illnesses Section
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 Insurance 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
This employer is registered under the California Unemployment Insurance Code and is reporting wage credits to the Employment
Development Department (EDD) that are being accumulated for you to be used as a basis
for Unemployment Insurance benefits.
Download Complete Employees Unemployment Insurance Benefits Section
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 Workers’ Compensation Notice Section
It is the public policy of the State of California to encourage employees to notify
an appropriate government or 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 testify before a
public body conducting an investigation, hearing 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 Whistleblowers Protection Section
POLLS ARE OPEN FROM 7:00 A.M. TO 8:00 P.M.
EACH ELECTION DAY
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.
Download Complete Right to Vote Notice Section
YOUR EMPLOYER* HAS AN OBLIGATION TO
• Reasonably accommodate your medical needs related to pregnancy, childbirth, or related conditions (such as temporarily modifying your work duties, providing you with a stool or chair, or allowing more frequent breaks);
• Transfer you to a less strenuous or hazardous position (if one is available) or duties if medically needed because of your pregnancy;
• Provide you with pregnancy disability leave (PDL) of up to four months (the working days you normally would work in one-third of a year or 17 1/3 weeks) and return you to your same job when you are no longer disabled by your pregnancy or, in certain instances, to a comparable job. Taking PDL, however, does not protect you from non-leave related employment actions, such as a layoff;
• Provide a reasonable amount of break time and use of a room or other location in close proximity to the employee’s work area to express breast milk in private as set forth in the Labor Code; and
• Never discriminate, harass, or retaliate on the basis of pregnancy.
Download Complete Your Rights and Obligations as a Pregnant Employee Section
Under California law, an employee may have the right to take job-protected leave to
care for their own serious health condition or a family member with a serious health
condition, or to bond with a new child (via birth, adoption, or foster care). California
law also requires employers to provide jobprotected leave and accommodations to employees
who are disabled by pregnancy, childbirth, or a related medical condition.
Download Complete Family Care, Medical Leave and Pregnancy Disability Leave Section
Retaliation or discrimination against an employee who requests paid sick days or uses paid sick days or both is prohibited. An employee can file a complaint with the Labor Commissioner against an employer who retaliates or discriminates against the employee.
For additional information you may contact your employer or the local office of the Labor Commissioner. Locate the office by looking at the list of offices on our website http://www.dir.ca.gov/dlse/DistrictOffices.htm using the alphabetical listing of cities, locations, and communities. Staff is available in person and by telephone.
Download Complete Paid Sick Leave Section
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)
Download Complete Transgender Rights in the Workplace Section
California Conditional 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
Federal Posters
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 employer 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 specific rights that may apply in your particular workplace.
Download Complete NLRA - Employee Rights Under the National Labor Relations Act Section
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
Download Employee Rights on Government Contracts Section
Federal construction and service contracts are generally subject to a minimum wage rate under either Executive Order (EO) 13658 or EO 14026.
• If the contract was entered into on or between January 1, 2015, and January 29, 2022, EO 13658 generally requires that workers be paid at least $12.15 per hour for all time spent performing on or in connection with
the contract in calendar year 2023.
• If the contract is renewed or extended on or after January 30, 2022, or a new contract
is entered into on or after January 30, 2022, EO 14026 generally requires that workers
be paid at least $16.20 per hour for all time spent performing on or in connection
with the contract in calendar year 2023.
Download Complete Minimum Wage for Federal Contractors Section
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 Non-Discrimination Provision Section
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; to assist a family member who is ill, injured, or has other health-related needs, including preventive care; or for reasons resulting 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
Federal Contractor Posters
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 employer 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 specific rights
that may apply in your particular workplace.
Download Complete NLRA - Employee Rights Under the National Labor Relations Act Section
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
Download Employee Rights on Government Contracts Section
Federal construction and service contracts are generally subject to a minimum wage rate under either Executive Order (EO) 13658 or EO 14026.
• If the contract was entered into on or between January 1, 2015, and January 29, 2022, EO 13658 generally requires that workers be paid at least $12.15 per hour for all time spent performing on or in connection with
the contract in calendar year 2023.
• If the contract is renewed or extended on or after January 30, 2022, or a new contract
is entered into on or after January 30, 2022, EO 14026 generally requires that workers
be paid at least $16.20 per hour for all time spent performing on or in connection
with the contract in calendar year 2023.
Download Complete Minimum Wage for Federal Contractors Section
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 Non-Discrimination Provision Section
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; to assist a family member who is ill, injured, or has other health-related needs, including preventive care; or for reasons resulting 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