Post Required Federal Signs for Building and Management Employees

Federal laws require employers—including apartment building owners and management companies—to post signs explaining legal information to their employees. Failure to post the signs can cost as much as $10,000 per violation. Fortunately, compliance is easy. The signs are available free of charge from the government agencies that oversee the sign-posting laws.

Although you may believe that you already have all these signs, it may not be enough. Many have been updated over the past few years, so you should make sure that you’re posting the latest version in order to be in compliance with the law. It’s important to note that your state may impose additional posting requirements. For information regarding your state’s posting requirements, contact your state’s Department of Labor.

Federal Minimum Wage Sign

Who must post sign. Anyone who has one or more employees.

Content. The content of the notice is prescribed by the Wage and Hour Division of the Department of Labor (DOL). The sign exhibits the current federal minimum wage and explains who is eligible for it. The sign must also include language explaining federal child labor laws and the overtime provisions of the federal Fair Labor Standards Act. Under the act, employers are required to pay covered nonexempt employees a minimum wage of not less than $7.25 per hour. This rate became effective July 24, 2009.

Location. You must post the sign in a conspicuous place where employees are likely to see it.

How to get sign. For a copy, contact the DOL at (866) 487-9243 or go to: http://www.dol.gov/whd/regs/compliance/posters/flsa.htm.

Most recent version. The July 2007 revision of the minimum wage poster, reflecting the 2007 amendments to the Fair Labor Standards Act, is still valid and employers may continue to post it.

Equal Employment Opportunity Sign

Who must post sign. Anyone with 15 or more employees.

Content. The sign explains the various federal antidiscrimination employment laws, including the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Equal Pay Act.

Location. You must post the sign in a conspicuous place where notices for employees and job applicants are generally posted.

Penalty. The Equal Employment Opportunity Commission (EEOC) can fine you up to $100 per violation for not properly posting the sign.

How to get sign. For a copy, contact the DOL at the above telephone number or go to: http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

Most recent version.The latest version of the sign was issued in November 2009.

Job Safety and Health Protection Sign

Who must post sign. Anyone with one or more employees.

Content. The sign explains that employers must provide their employees with a safe work environment, free from recognized hazards, and they must comply with Occupational Safety and Health Administration (OSHA) regulations.

Location. You must post the sign in a conspicuous place where notices for employees are generally posted.

Penalty. The law sets no fine for not posting the sign.

How to get sign. For a copy, call the local OSHA office or (800) 321-6742, or download and print from the following link: http://www.osha.gov/Publications/osha3165.pdf.

recent version. The latest version of the sign says “OSHA 3165-12-06R” in the lower right-hand corner.

Employee Polygraph Protection Act Sign

Who must post sign. Anyone with one or more employees.

Content. The sign explains that under most circumstances employers cannot require their employees to take a lie detector test. In rare and controlled circumstances, the act permits polygraph testing of certain employees who are reasonably suspected of involvement in a workplace incident such as theft or embezzlement that resulted in specific economic loss or injury to the employer. In these instances, the lie detector tests are subject to strict standards for the conduct of the test, including the pretest, testing, and post-testing phases. An examiner must be licensed and bonded or have professional liability coverage. And the act strictly limits the disclosure of information obtained during a polygraph test.

Location. You must post the sign in a conspicuous place where employees are likely to see it.

Penalty. The Secretary of Labor can bring court action to restrain violators and assess civil money penalties up to $10,000 per violation, including failure to post the sign.

How to get sign. A copy of the sign can be obtained from the DOL Web site at http://www.dol.gov/whd/regs/compliance/posters/eppa.htm.

Most recent version. The June 2003 revision of the Employee Polygraph Protection Act Poster is still valid, and employers may continue to post it. “WH Publication 1462” appears in the lower right-hand corner.

Family and Medical Leave Act Sign

Who must post sign. Anyone with 50 or more employees.

Content. The sign must explain that covered employers are required to provide up to 12 weeks of unpaid, job-protected leave to certain employees for certain family and medical reasons.

Location. You must post the sign in a conspicuous place where notices for employees and job applicants are generally posted.

Penalty. The Wage and Hour Division of the DOL can fine you up to $100 per violation for not posting the sign.

How to get sign. A copy of the sign can be obtained from the DOL at http://www.dol.gov/whd/regs/compliance/posters/fmla.htm.

Most recent version. The latest version was revised in January 2009; “WHD Publication 1420” appears in the bottom right-hand corner. This latest version incorporates a rule that became effective on Jan. 16, 2009. The rule provides for special military family leave for employees to care for a related service member or employees who need to manage their affairs while the family member is on active duty in support of a contingency operation.

Uniformed Services Employment and Reemployment Rights Act Sign

Who must post sign. Employers of service members returning from a period of uniformed service, including those called up by the reserves or National Guard.

Content. The sign explains the reemployment 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.

Location. You may provide the notice by posting it where employee notices are typically placed.

Penalty. There are no citations or penalties for failure to post the sign. However, an individual could ask the DOL to investigate and seek compliance, or file a private enforcement action to require you to provide the notice to employees.

How to get sign. For a copy, call the DOL at (866) 487-2365 or go to http://www.dol.gov/vets/programs/userra/USERRA_Private.pdf.

Most recent version. The latest version was published in October 2008.