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Labor Law Posters for Job Aspirants

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Posted by Jose Barreto on April 24, 2015 at 5:39 am

Employers are recommended to display various federal and state labor law posters in their work place. Some posters are only required within the view of employees while others should be made available fro job applicants too. All these posters have to be posted in places where the job applicants or employees can easily read them.

There are three mandatory federal labor law posters that employers are demanded to display for job applicants.

Employee Polygraph Protection Act (EPPA): This act bars employers from using lie detector tests for pre-employment screening or during the course of employment. No employer can request or suggest any applicant or employee to submit for a lie detector test nor they make inquire for the results of any lie detector tests an applicant has taken. Also the employers are barred from differentiating or terminating against an employee due the results of the test, refusal for the test , or filling a complaint or exercising certain rights under the act.

  • The EEPA does not cover state , federal and local government agencies. This act permits lie detector or polygraph tests to be implemented to some applicants for security sensitive jobs such as security guards, potential employees of armored car etc.
  • This poster must be displayed in the companies premises where the poster can be easily looked over and read by job applicants and employees.

Family and Medical Leave Act (FMLA): This act applies to all private and public agencies with more than 50 employees working within a radius of 75 miles. Employees who worked for at least one year and have 1250 hours of service over past 12 months are eligible for leave under this act.

  • This act helps to take up to 12 weeks of job protected unpaid leave for specified medical and family reasons.

Equal Employment Opportunity (EEO): It is a law poster posted in a noticeable place where it can be easily seen by job applicants. The law hinders employers from refusing equal opportunities in fringe benefits, promotion, hiring, member ship, training, pay and other aspects of employment. This law protects job applicants and employees from differentiation in employment opportunities.

Printed notices must be also made available in an accessible format needed to person with disabilities who cannot read and see. Notices can also be recorded on an audio file in an electronic format that can be used by scree reading technology or employees with disabilities or read to applicants that limit reading and seeing ability.

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