Whenever Federal, state and OSHA agencies make major changes. It is important to update your mandatory posting to avoid violation citations or penalty.
In order to help our customers to keep their posters updated, we offer a subscription service with a fee - Poster Gold, under which any required poster update for a given location is automatically shipped to that location when it becomes available, without you or a local representative having to re-order. From a maintenance perspective, this option requires virtually no tracking for you or your local office reps during the time for which you are covered. Please contact us for more details.
We also send our customers free Newsletter update whenever there are major labor law changes. To sign up, please click here.
There are 3 ways to order our posters.
Please visit the following website:
Order via mail or fax:
Please follow instructions on this page:
According to the latest state legislations, all states, except South Dakota, require state labor law posting at workplaces.
Although not required, we recommend the following posting for South Dakota office location: Workers' Compensation Law (strongly recommended), and Employee Rights are Protected. Both are included in our Total Labor Law Poster for South Dakota.
If your business is located in the following states and if you have 10% of your employees who are Spanish speakers and English is not their first language, you are required to post labor law posters in English and Spanish.
These states are: AZ, CA, FL, GE, NM, NC, NY, TX.
If your business is not located in the above states, you are not required by law to display Spanish posters. However, you can choose to dispaly the English combo poster, plus a Spanish Federal Only poster. This way, you will have complete coverage for mandatory posters and Spanish Federal Labor law poster to serve your Spanish speaking employees.
Our company has the following posters available in Spanish:
1) Total Labor Law Poster (including state and federal posters) for Arizona, California, Florida, Georgia, New Mexico, New York, North Carolina, and Texas.
2) Federal Only poster Spanish version.
3) Federal USERRA supplement
For other languages, there are no requirements. However, employers should make every effort to contact Labor agencies and get the publications in the languages that your employees speak and understand or have them translated, so your employees are educated and informed of what their rights are.
In general, our combined Total Labor Law poster covers all mandatory Federal, state and OSAH labor laws.
OSHA does require additional posting under following conditions:
*If you use a forklift, you need to post a California Forklift poster
*If you use chemicals, over and above household use, you need a Hazardous Material poster
*If your job requires heavy lifting, you need the Safe Backlifting poster
In addition, the following safety posters are also available:
Earthquake readiness; Terrorism Preparation Poster I, Terrorism Preparation Poster II, Terrorism Make a Plan, Terrorism Make a Kit, Slips, Trips & Fall, Confined space, Lock out/Tag Out poster and Bloodborne poster
By the law, Labor Law posters should be displayed in your place of business where your employees visit at least once a day.
For example, if your employees are all working in a area or they share the same break room, you need only one poster.
If your workplaces are separate from one another, then each workplace would have to display its own poster.
Here are general rules for labor law posting:
If you are a Sole Proprietor and do not have any employees, then you do not
need to post Labor Law posters.
If you only have contract employees and volunteers, you are not required to post.
If your business is family owned (such as restaurant) and all employees are related, you would also not have to post.
However, if you have employees, even just one, you are required by the law to post Federal, State and OSHA mandatory posting.
You can sign up our FREE labor law compliance news letter at: Sign Up.
This will keep you informed of recent and up coming changes that may affect your labor law compliance decisions.