Many employers have good intentions of keeping updated postings in the workplace. However, many who post the required notices feel like they are compliant and don’t think to review the postings again. With the rapidly changing State and Federal Employment Laws, employers need to ensure they are continually updating the mandatory required notices. This also includes any Local Employment Laws that would need to be posted. Businesses can be fined up to $17,000.00 for failing to post the required state and federal employment law notices.

Are you compliant?

First, ask yourself when the last time you reviewed or posted new notices was? If the answer is a big question mark or more than six months has passed, there is not a doubt you need to update your postings. On a State level, since 2009, there have been 14 mandatory changes, and in 2015 and 2016 (so far) there have been changes to the Paid Sick Leave, Workplace Discrimination, Whistleblower, Minimum Wage, Pregnancy Disability Leave, California Family Rights Act and Workers Compensation postings.

How do you keep track?

It’s simple, to avoid penalties and potential claims from staff members, businesses should consider signing up for a poster compliance service. These services are affordable and will automatically send you updates when appropriate.

What’s next?

When you receive your new postings, stop and read what has changed. Make sure that the changes don’t affect how your handbook or other documents are written. If they do, it’s a good time to update and re-distribute your handbook to ensure your employment policies are up to date.