RECENT UPDATES TO LABOR LAW POSTING REQUIREMENTS
IN THE DISTRICT OF COLUMBIA
Employers in the District of Columbia are required by law to display specific employment-related posters in locations accessible to their employees. In March 2007, the District of Columbia updated its Equal Employment Opportunity, Unemployment Insurance, Parental Leave Act and Child Labor Law posters. The revised Equal Employment Opportunity poster now includes “gender identity or expression” and “genetic information” as protected categories that cannot be used as the basis of actual or perceived discrimination by an employer. The Parental Leave Act poster includes a summary of the law and definitions of who qualifies to take leave to attend or participate in school-related events for a child. In addition, the revised mandatory Child Labor Law poster includes a fact sheet on where to obtain a work permit and other contact information.
Other mandatory posters required in the District of Columbia include Occupational Safety and Health Act, Wage and Hour, Family and Medical Leave Act and Workers' Compensation posters. Similarly, there are various mandatory Federal labor law posters as well, including Occupational Safety and Health Act, Federal Minimum Wage, Employee Polygraph Protection Act, Equal Employment Opportunity, Family and Medical Leave Act and USERRA posters. In February 2007 the Department of Labor’s Occupational Safety and Health Administration announced publication of its new "It's The Law" poster. Moreover, in March 2007 the U.S. Senate passed a bill increasing the federal minimum wage. If President Bush signs this bill, then a revised Federal Minimum Wage poster will also be required.
Employers are required to display the new versions of the posters. Failure to display all required State and Federal posters can lead to fines of up to $17,000. Do not risk being in violation of the law. We strongly recommend that you get the new posters today in order to stay in compliance. Jackson & Campbell’s Employment Law Practice Group can assist you in this regard and with other employment law compliance issues.
The contents of this Employment Law Alert are intended for general informational purposes only and should not be considered legal advice. Moreover, the mailing of this Employment Law Alert is not intended to create nor does it constitute an attorney-client relationship.
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