Last time, we explained the importance behind labor law compliance. To recap, employers have a legal responsibility to keep track of any labor law changes and update their posters accordingly. That being said, we understand that poster compliance can be tricky. To help you navigate poster compliance, here are four best practices you can adopt.

1. Stay up to date on labor law changes

Failure to post up-to-date labor law notices can result in hefty fines up to $33,486. Of course, to receive this maximum fine, your company would need to continually or knowingly be in violation of labor law poster compliance. But fines and penalties vary by agency and are determined on a case-by-case basis. So, we advise to make it a habit to research and stay to up to date on labor law changes.

2. Post compliance posters in Spanish, and in any other languages

The requirement for posters in Spanish vary depending on the percentage of workers as well as language fluency and literacy. Additionally, government agencies don’t always provide specifics about language requirements. Regardless, it is an employer’s responsibility to inform all employees of their rights under employment law, no matter what language. So, you should ensure best practice by posting notices in English and Spanish, or in any other dominant language, if you have a large non-English speaking workforce.

3. Display posters in a common area

Have you ever heard of the saying location, location, location? Location is important and poster location is no exception. If posters are not displayed in accordance with labor law poster guidelines, you can be penalized. But there is no need to freak out; all you need to follow are two simple rules:

• Must be displayed in a common area frequently used by employees.
• Positioned at eye-level with an unobstructed view.

We personally recommend displaying the posters in the break room, kitchen, or near a time clock for easy access.

4. Purchase employment law posters

With labor law posting requirements changing frequently, we understand that staying up to date is difficult and time-consuming. Since 2013, there has been an average of over 100 posting updates per year. Most businesses do not have the patience, resources or know-how to be compliant successfully each time.

To avoid hassle and save precious time, we advise companies to purchase employment law posters instead of obtaining them from the government. When you purchase posters, they come laminated and ready to be displayed. In addition, your posters will always be correct. There is no need to spend time researching, downloading, and laminating the correct posters when you can streamline the process by ordering from a trusted poster compliance provider, like CorpStrat.

As part of our comprehensive labor law solution, CorpStrat offers a pay-as-you-go labor law poster update service. You don’t have to waste energy looking for the correct posters when you can easily receive posters with our e-update service. So how does it work?

1. Receive your all-in-one state and federal labor law poster.
2. When a change occurs, we alert you with a call, and email you the updated posting.
3. Print the updated poster.
4. Display your updated posting in your favorite spot.
5. Receive an updated all-in-one state on the anniversary of your subscription.

With these four best practices, you are guaranteed to have a worry-free compliance.

Interested in our pay-as-you-go labor law poster update service? Contact CorpStrat to learn more our comprehensive labor law compliance solution and how you can sign up.

As we know, California has enacted a series of laws that strengthen the state’s protections against workplace harassment. The deadline for sexual harassment training compliance has been updated to January 1, 2021, a year later than the initial date of January 1, 2020.

Even though companies have an extra year to fully comply with these new harassment laws, we recommend to not delay training. Companies must still provide training to all new employees within the first 6 months of hire. So, in order to ensure best practice, companies need to start implementing them as soon as possible.

We advise companies to use a learning platform, like CorpStrat, to keep employers on track and help with compliance. Employers will be able to easily upload their roster, push out trainings, track progress and secure completion certifications. With a platform, companies will be able to get started on compliance right away. Again, it is important to know that delaying is not best practice.

To recap, here are the new California laws that companies must implement:

• Require employers with five or more employees in the state to provide sexual harassment prevention training to all employees;
• Expand and clarify employer liability for workplace harassment; and
• Prohibit employers from entering certain agreements related to sexual harassment and other unlawful acts in the workplace.

All California employers should become familiar with the new laws. Those with five or more employees should review the new training requirements and ensure that each of their employees receives the required training by the end of 2020.

• Managers must complete 2 hours
• Employees must complete 1 hour

The appropriate training must be completed by each employee within six months of assuming his or her job. Each employee must receive the appropriate training once every two years.

The deadline for initial compliance with these requirements is now January 1, 2021.

Contact CorpStrat to learn more about our learning platform ASAP! Don’t delay.