The Nevada Annual Daily Overtime Bulletin poster has been updated. The Nevada Annual Daily Overtime ...
Jun 29, 2020
Wisconsin Cessation of Health Care Benefits Poster Change
New Poster Required
The Wisconsin Cessation of Health Care Benefits poster has been updated. The Wisconsin Cessation of ...
Jun 29, 2020
NEW POSTER: Virginia Pregnancy Accommodation
New Poster Required
The Virginia Pregnancy Accommodation poster has been released. The Virginia Pregnancy Accommod...
Jun 29, 2020
NEW POSTER: Virginia Covenants Not To Compete
New Poster Required
The Virginia Covenants Not To Compete poster has been released. The Virginia Covenants Not To ...
Jun 16, 2020
North Carolina Minimum Wage Poster Change
New Poster Required
The North Carolina Minimum Wage poster has been updated. The North Carolina Minimum Wage poster has ...
Jun 09, 2020
NEW POSTER: Oregon Breaks and Overtime
New Poster Required
The Oregon Breaks and Overtime poster has been released. The Oregon Breaks and Overtime poster has b...
Jun 08, 2020
Oregon Minimum Wage Poster Change
New Poster Required
The Oregon Minimum Wage poster has been updated. The Oregon Minimum Wage poster has been updated to ...
Jun 02, 2020
Texas Unemployment and Payday Law Poster Change
New Poster Required
The Texas Unemployment and Payday Law poster has been updated. The Texas Unemployment and Payday Law...
Jun 02, 2020
NEW POSTER: New Jersey Worker Misclassification
New Poster Required
The New Jersey Worker Misclassification poster has been released. The New Jersey Worker Misclassific...
Recent Federal Poster Changes
The last mandatory change to the Federal Labor Law posting occurred in August 2016. The current Federal Labor Law poster with the audit/revision date of 08/16 is compliant.
Sorry, we are not able to pull the labor law changes in your state at this moment. Please visit www.dol.gov for more information.
Know your legal responsibility
Posters are required by law
All U.S. businesses with at least 1 paid employee or contractor must display the most current federal and state labor law posters.
Display posters everywhere
Posters must be clearly displayed at every location, in an area where both job applicants and employees can see them.
Always be compliant
Get current, legally required posters that protect your business against fines and lawsuits with our subscription service.
Frequently asked questions
Do I need to display labor law posters?
Yes. It’s the law. All U.S. businesses that have at least 1 paid employee are required to display the most current federal and state postings. If you have more than 1 business location, you need to have posters at each location, displayed in conspicuous areas where both applicants and employees can view them. Each time a mandatory change occurs, all businesses must update their postings. Learn more about federal poster requirements and state poster requirements.
What are the required postings?
The U.S. Department of Labor mandates that businesses must display 6 federal postings:
Fair Labor Standards Act (FLSA)
Equal Employment Opportunity Commission (EEOC)
Family and Medical Leave Act (FMLA)
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Employment Polygraph Protection Act (EPPA)
Occupational Safety & Health Administration (OSHA)
In addition to the federal notices, employers must also display current state postings. Each state establishes its own laws and mandates employers to comply with required postings, including information about workers’ compensation, minimum wage, fair employment, etc. States often update regulations without notice. In fact, on average, 75 mandatory labor law changes are issued by states every year. You can contact your state’s labor law agencies for required posting information.
What’s the risk of not having current labor law posters?
Penalties for failing to post federally required information can be quite high, and as of January 1, 2019, potential federal fines are up to $35,000. In addition, employers can face lawsuits based on failure to display mandatory notices. U.S. employers that haven’t replaced their federal posters since August 2016 are at risk of costly lawsuits and fines.
When am I required to display the Spanish version of posters?
If you have Spanish-speaking employees, it’s recommended to provide a federal poster in Spanish, in addition to the English version. In Arizona, California, Florida, and Texas, displaying state posters in Spanish is required if employers have predominantly Spanish-speaking employees. In Puerto Rico, displaying Spanish language posters is always required.
Why doesn’t Intuit QuickBooks issue a limited warranty against posting fines for non-subscription posters?
We only issue the limited warranty on our QuickBooks Poster Compliance Subscription Service due to the fact that labor laws change so frequently1. Posters may become obsolete shortly after purchase. Unless you order the subscription service, we have no way to ensure that you have the right posters. See Terms and Conditions.
Poster subscription service
What is included in the QuickBooks Poster Compliance Service?
When you subscribe, you’ll receive a full, laminated set of all the federal and state posters required by your state. The day you subscribe, you can also download an electronic set of PDF posters to print and display in your office to ensure you’re in compliance until your laminated posters arrive. When they do, immediately replace any you printed yourself.As long as you’re a subscriber, we’ll send laminated replacement posters free of charge every time the laws change in your state. Please notify us if you move or open new business locations so we can make sure we send all the right posters to keep you in compliance.
If I purchase the QuickBooks Poster Compliance Service, how often will I receive new posters?
Whenever our team of attorneys confirms a mandatory change that must appear on your posters, we immediately produce replacement posters and send them to you free of charge.
If I have multiple locations, can I get replacement posters for each?
Yes, as long as you order a separate QuickBooks Poster Compliance Service subscription for each of your locations.
Will I know when replacement posters are on their way?
Yes. Before we send your posters, you’ll receive an email about the upcoming change. That email will ask you to confirm the affected business address or addresses in our system where we’ll ship your posters. Unfortunately, we cannot provide tracking information for replacement posters at this time. Please call us at 800-556-0879 if you have not received your replacement posters within 30 days of receiving our notification email.
When can I expect to receive my posters when they’re updated?
As part of your QuickBooks Poster Compliance Service subscription, we ship replacement posters within 30 days of notifying you of a mandatory change, if not sooner.
Why do I need PDF versions of the posters?
QuickBooks provides you with the option to download a set of PDF posters that you can print yourself as part of your subscription. You can display these temporary posters to provide current information to employees while you’re waiting for your laminated posters to arrive at your office. We provide this option so that you’ll be sure to have the most up-to-date posters as soon as you subscribe to our service. You’ll be in compliance with posting laws as long as you properly print the posters and display them in conspicuous areas where your employees can view them (such as an employee break room).
For current customers
Who do I contact if I have a question about my service or an invoice?
Contact us at 800-556-0879, 6 AM-6 PM PT, Monday through Friday.
How can I stay informed about labor law changes that may affect my postings?
We will notify you via email. Alternatively you can look up your state’s latest labor law changes and check back any time for updates and detailed analysis. Our legal team monitors all federal and state labor law changes to assess their impact (if any) on your QuickBooks posters.
I haven’t received any replacement posters. Am I still in compliance?
Yes. Labor law changes are unpredictable. We notify you and send you new posters only when our team of legal experts confirms that you need them. If you have not received posters and did not get a notification from us, then you are in compliance.
Where do I find my electronic PDF downloadable posters?
After completing your order, you’ll be able to download temporary electronic posters (both federal and state) on your order confirmation page.
How can I add an additional business location to my poster subscription?
Just place an order for an additional subscription using this website or by calling us at 800-556-0879. Technically, you’ll have 2 subscriptions (or as many as you need), and each one will be on a separate renewal cycle from your original subscription.
How can I update my email or shipping address?
Call us at 800-556-0879, 6 AM-6 PM PT, Monday through Friday.
How do I renew my subscription service?
You don’t have to do anything! We’ll renew your service automatically at the end of your subscription (12 months from your original order) to ensure you have continuous compliance2. We’ll send you a pre-billing notice one month before the renewal. If you don’t want to renew your service, you can cancel any time by calling 800-556-0879.
The U.S. Department of Labor (DOL) regulates and enforces laws that protect American workers and business owners. The federal agency’s most prominent set of regulations is the Fair Labor Standards Act (FLSA), which regulates employee pay, overtime, and more. It also details any penalties and fines for violating the act.Make sure you’re following the rules and fairly paying your employees by looking at FLSA’s fundamental elements. Let’s start with defining which workers the act covers, which ones it doesn’t, and when exemptions to the FLSA apply.
Employees are covered as part of a sufficiently large business or as individual workers. If you own a business with 2 or more employees and make an annual revenue of $500,000 or more, all of your employees are covered.If your work supports a business that engages in interstate commerce, you’re generally covered. This can be as apparent as regularly crossing state lines, or as subtle as routinely corresponding with people in different states. If your employees are covered, you need to determine whether or not they’re exempt or non-exempt from all or none of the FLSA’s provisions.
Exempt vs. non-exempt
If your employees are covered it doesn’t necessarily mean every single FLSA provision applies to them. Depending on an employee’s job description, work schedule, pay schedule, and age, an employee can be partially or wholly exempt from FLSA regulations. The FLSA covers minimum wage, overtime, and child labor regulations. Covered workers can be either exempt or non-exempt from 1 or all regulations.A substantial portion of the U.S workforce is classified as non-exempt from the FLSA. Therefore, your business will be responsible for following the relevant regulations for your employees’ wages, overtime rules, and child labor regulations. Unless your employees fall into the categories provided by the FLSA, they are likely non-exempt.However, some workers are exempt from the FLSA in part or as a whole. Exemptions are made based on your business’ industry, including job description, schedule, and age. Some exemptions are broad, such as the overtime exemption for “computer professionals” and certain workers that are paid on commission. Some are really specific, like the exemption for newspaper delivery. Because children delivered newspapers in the early 20th century, there are exemptions for minimum wage, overtime, and certain child labor regulations.Now that you have an idea of how coverage and exemptions work, let’s see how the following regulations might apply to your workforce.
The FLSA provides parameters for the federal minimum wage, which is the minimum per-hour amount that non-exempt workers can be paid for work performed. The current federal minimum wage is $7.25 per hour. Some states also have a minimum wage law that might be higher than the federal rate. In all instances, a worker must be paid whichever rate is higher, whether it’s the state or federal rate.
What’s not covered under the FLSA? Pay raises above the federal minimum wage, as well as extra compensation for night, weekend, or holiday work are not covered. Any such increase is generally determined by an agreement between the employer and the employee.
A tipped employee regularly receives at least $30 in tips over the course of 1 month. In this case, employers are not required to pay these employees the federal or state minimum wage. The FLSA mandates that employers of tipped employees must pay them an hourly rate of $2.13 per hour. The intention is that any tips received by the employee will supplement the federal hourly tipped minimum wage pay to equal a rate of $7.25 per hour.Many states have provisions in place specifically for compensating tipped employees. If you employ tipped workers, be sure to carefully review these rules. As with the normal minimum wage, tipped employees are entitled to the highest rate, whether mandated by the federal or state government.
The FLSA does not contain provisions for paid time off, including vacation, sick days, or holidays. There is no federal requirement for small businesses to offer these benefits to their employees, but some state legislatures have discussed doing so. Offering paid time off is your choice, and by doing so you can attract and retain top talent.
No federal law requires businesses to provide paid breaks to employees. The FLSA states, however, that short breaks (periods between 5 and 20 minutes) should be included in an employee’s regular working hours as compensable time. In contrast to the federal government, many states require workers to receive a certain number of paid breaks per hours worked. Currently, these states include California, Colorado, Illinois, Kentucky, Minnesota, Nevada, Oregon, Vermont, and Washington. Check with your state’s labor office as these laws may change.
Paid meal periods
No federal law requires companies to provide workers with paid meal periods, but many states do have such laws. These states are California, Colorado, Connecticut, Delaware, Illinois, Kentucky, Maine, Massachusetts, Minnesota, Nebraska, New Hampshire, New York, North Dakota, Rhode Island, Tennessee, Vermont, and Washington. Many of these states have implemented separate regulations for different industries, so be sure to read all the requirements carefully.
The FLSA mandates that a non-exempt worker receive time-and-one-half (50% more than their regular hourly pay) for hours worked after 40 hours within a week. Additionally, there is no federal law that requires double-time pay for hours worked. There are some exceptions for certain industries. These are relevant for public services such as police officers and firefighters employed by public agencies and hospitals and nursing homes. In addition to FLSA overtime regulations, some states have further provisions regulating overtime compensation and rules.
Children under the age of 14 cannot be employed for most jobs. However, many exceptions exist. At any age, children are permitted to deliver newspapers, perform in radio, television or movies, work in businesses owned by their parents (except mining or hazardous work), babysit, or perform minor chores in a private residence. There are special considerations outlined for agricultural employment. Many states also have specific age requirements for child labor.When making hiring and compensation decisions, be sure to closely examine your state’s labor laws as well as the FLSA to make sure you’re in compliance. Failure to do so may result in hefty fines and can open up your business to possible legal action by current and former employees.
When you started your business, you probably thought you’d spend all your time doing what you love—like sell jewelry, build apps, or run a bakery. Whatever your craft, one things is certain. You’re established and now you need to hire employees. It’s a big responsibility. You want to treat your staff well and retain great talent but you also want to make sure you’re following labor laws.It can be tricky to navigate, which is why we’ve put together 6 labor laws tips you must consider when hiring on employees:
Accurately classify your workers—1099 vs. W-2
Under the Fair Labor Standards Act (FLSA), which also includes guidelines on minimum wage, overtime, and child labor, there are 2 ways to classify the people who work for you.
1099: These workers are independent contractors who are responsible for handling their own taxes. As an employer, you are not responsible for paying the employer’s portion of Social Security or Medicare taxes, nor do you have to pay the premiums for workers’ compensation or unemployment insurance. You are not responsible for paying overtime, unless that is part of the agreement with your contractor. However, you are responsible for reporting the contractor’s income through a 1099 form filed at the end of the year.
W-2: These employees are guaranteed various protections that 1099 contractors are not. For W-2 employees, you are responsible for handling Social Security and Medicare withholdings, paying state and federal taxes and other applicable payroll taxes, and paying for workers compensation and unemployment insurance. You are also required to pay at least minimum wage and overtime. Failure to meet any of these requirements can result in fines and sanctions from the IRS.
Businesses of all sizes are required to display federal and state labor law posters at every location. Posters must be placed in a highly-visible location where someone might work. This includes your garage, home office, or anywhere else work might happen. Many business owners use a Poster Compliance Service to get automatic deliveries of up-to-date federal and state posters when laws change. With an average of 75 law changes a year, it’s nice to have someone else tracking the ones that apply to you.
Follow all anti-discrimination laws
Anti-discrimination laws must be considered through the hiring, management, and termination lifecycle of an employee. Violation of these laws come with hefty fines. The United States Equal Employment Opportunity Commission (EEOC) protects employees from discrimination based on:
Sex (including pregnancy, gender, and sexual orientation)
Age (40 or older)
Disability or genetic information
Maintain workplace safety
The OSH Act requires employers to provide safe workspaces that are free of any known dangers. Depending on the business, this can include providing safe equipment, protective wear, and safety training, or installing compliant emergency stations. OSHA provides free consultations to make sure your working environment is safe.
Find a great workers’ comp policy
Workers’ compensation is there in the unfortunate event of an emergency. Most states require you carry workers’ comp insurance, which can protect you and provide for your employee(s) in the event someone is hurt on the job. This handy chart tells you how to be compliant in your state, and Intuit’s Workers’ Comp Service can help you choose the right plan for your business.
There’s a lot to celebrate about hiring and paying employees! It’s also a lot of responsibility—they depend on you for their livelihoods and you depend on them to help your business thrive. By following the advice above, you’ll be on the right path to set your employees and your business up for success.
How to save big and protect your business with updated labor posters
QuickBooks Payroll surveyed more than 1,000 small business owners across the U.S. to see if businesses are familiar with federal labor law poster requirements. Here’s the good news—79% say they know labor law posters are required by law. But 20% aren’t in compliance, meaning they never update posters when labor laws change or they don’t display them at all.
Small businesses are more compliant than big businesses
People assume bigger organizations are on top of laws and regulations. But among the 32% of businesses that update their labor law posters when laws change, a third have between 1 and 5 employees. Businesses with more than 500 employees make up just 11% of this group.
Many businesses simply don’t know the regulations
15% of respondents say they don’t display labor law posters in the workplace. Of these, 47% confess they are unaware it’s mandatory. Nearly 7% say they display labor law posters in the workplace but never update them.
Being non-compliant comes at a price
Penalties for not displaying labor law posters are expensive.The top 3 penalties:
19% – $501 to $1,000
16% – $101 to $500
15% – $1,001 to $2,500
Of the businesses that didn’t confirm or deny knowing labor law poster requirements, 1 in 10 were previously fined.
Preventive measures come in many forms. While the economy continues to experience this unprecedented boom, it’s easy to overlook the importance of an emergency fund to counter unexpected expenses (such as labor fines). In this case, help can be as easy and affordable as a labor law poster subscription service.
Full survey results
*Methodology: QuickBooks Payroll commissioned Pollfish to survey anonymously 1,067 adult business owners in the U.S. with internet access who were rewarded for their participation. The poll was conducted between June and July 2019, and the margin of error is ±5 percentage points. The margin of error is larger for subgroups. QuickBooks Payroll welcomes the re-use of this data under the terms of the Creative Commons Attribution License 4.0, which permits unrestricted use, distribution, and reproduction in any medium provided the original source is cited with attribution to “QuickBooks Payroll.”
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*Intuit QuickBooks publishes labor law posters that include all generally required notices for employers. Depending on your company’s industry, type of commerce, location or workforce, additional specialized notices may be required by your municipality or agencies regulating your industry area. We recommend that you visit the appropriate associated sites for more information on your industry’s requirements.. This product is not intended to provide legal or financial advice or substitute for the advice of an attorney or legal advisor.1. Labor Law Poster Limited Warranty summary terms: As long as a current Intuit QuickBooks Poster Compliance Subscription Service member posts, upon receipt and in the appropriate location, the most current QuickBooks state and federal posters, Intuit QuickBooks will reimburse paid fines up to $33,000 per customer location per year. Applies to content errors on posters only and does not cover any other types of assessments or penalties. For reimbursement, call 800-556-0879 no later than 30 days after the assessment is made. Government notice and proof of payment required for reimbursement. For complete terms, see Terms and Conditions.2. Auto-renewal summary terms: Your annual subscription will automatically renew each year (at the then-current list price for the subscription) using the billing information we have on file. You may cancel at anytime by calling 800-556-0879 or going to Services & Subscriptions in your Intuit account.Terms, conditions, pricing, features, service, and support options are subject to change without notice.