Certified Safety Mfg. 2017 ANTHOLOGY

POSTERS R512-015 Federal Labor Law Poster - English R512-016 Federal Labor Law Poster - Spanish POSTERS R512-019 State Labor Law Poster - English R512-020 State Labor Law Poster - Spanish Call our award winning customer service for more poster options. State Required are outlined in Blue Recommended are outlined in Gray POSTER LEGEND WASHINGTON To Order Any Additional Required Postings Or For More Information, Please Call . . . Your Rights as a Worker in Washington State Your Rights as a Worker in Washington State WA-ST Rev. 07/03/13 Copyright © 2013 ELITE BUSINESS VENTURES, INC. Discrimination Prohibited Washington State Law Prohibits Discrimination in Employment PROHIBITED UNFAIR EMPLOYMENT PRACTICES: WASHINGTON STATE HUMAN RIGHTS COMMISSION The law prohibits unfair employment practices based on the following protected classes: IF YOU HAVE BEEN DISCRIMINATED AGAINST PLEASE CONTACT THE WASHINGTON STATE HUMAN RIGHTS COMMISSION: 1-800-233-3247 Voice or 1-800-300-7525 TTY www.hum.wa.gov Se Habla Español Language interpreters are available. Accommodationsto people with disabilities will be made. • Race • Age (40 years of age and older) • Honorably discharged veteran • Color • HIV, AIDS, and Hepatitis C status or military status • National Origin • Marital status • Retaliation for filing a whistleblower • Sex • Pregnancy or maternity complaint with the state auditor • Creed • Sexual orientation or • Retaliation for filing a nursing • Disability gender identity home abuse complaint • Use of a service animal • Retaliation for opposing an unfair by a person with a disability a person practice with a disability AN EMPLOYER OF EIGHT (8) OR MORE EMPLOYEES MAY NOT DISCRIMINATE ON THE BASIS OF A PROTECTED CLASS. FOR EXAMPLE, AN EMPLOYER CANNOT: • Refuse to hire you or discharge you from employment. • Discriminate in compensation of other terms or conditions of employment. • Print, circulate, or use any discriminatory statement, advertisement, publication, job application form. • Make any inquiry in connection with prospective employment that is discriminatory. LABOR UNIONS MAY NOT DISCRIMINATE ON THE BASIS OF A PROTECTED CLASS. FOR EXAMPLE, A LABOR UNION CANNOT: • Deny membership or membership rights and privileges. • Expel from membership. • Failing to represent a person in the collective bargaining unit. EMPLOYMENT AGENCIES MAY NOT DISCRIMINATE ON THE BASIS OF A PROTECTED CLASS. FOR EXAMPLE, AN EMPLOYMENT AGENCY MAY NOT • Discriminate in classification or referrals for employment. • Print or circulate any discriminatory statement, advertisement, or publication. • Use discriminatory employment application forms,or inquiries made in connection with prospective employment. (Revised 08/07) 2013 minimum wage: $9.19 per hour Washington’s minimum wage will be $9.19 per hour beginning January 1, 2013. Workers who are 14 or 15 years old may be paid 85% of the adult minimum wage, or $7.81. FY13-102 [09-2012] Announcement For more information about Washington’s minimum wage law, see the required workplace poster Your Rights as a Worker in Washington State or visit www.WorkplaceRights.Lni.wa.gov . Minimum Wage Job Safety and Health Protection Job Safety and Health Law Teen Corner (information for teens age 14-17) PUBLICATION F700-074-909 [06-2013] • The minimum age for work is generally 14, with different rules for ages 16–17 and for ages 14–15. • Employers must have a minor work permit to employ teens. This requirement applies to family members except on family farms. • Teens don’t need a work permit; however, parents must sign the parent/school permission form provided by the employer. If you work during the school year, a school official must sign too. • Many jobs are not allowed for anyone under 18 because they are not safe. • Work hours are limited for teens; more restrictions apply during school weeks. • If you are injured on the job, ask your health-care provider to help you file a workers’ compensation claim. Meal and rest breaks for teens • In agriculture, teens of any age get a meal period of 30 minutes if working more than five hours, and a 10-minute paid break for each four hours worked. • In all other industries, teens who are 16 or 17 must have a 30-minute meal period if working more than five hours, and a 10-minute paid break for each four hours worked. They must have the rest break at least every three hours. Teens who are 14 or 15 must have a 30-minute meal period no later than the end of the fourth hour, and a 10-minute paid break for every two hours worked. You can learn more about teen safety, work hours and prohibited jobs: • Online www.TeenWorkers.Lni.wa.gov. • Call or visit any L&I office or call toll-free: 1-866-219-7321. • Email a question to [email protected] Other formats for persons with disabilities are available on request. Call 1-800-547-8367. TDD users, call 360-902-5797. L&I is an equal opportunity employer. Human trafficking is against the law For victim assistance, call the National Human Trafficking Resource Center at 1-888-3737-888, or the Washington State Office of Crime Victims Advocacy at 1-800-822-1067. It’s the law! Employers must post this notice where employees can read it. Contact L&I Need more information? Questions about filing a worker rights complaint? Online: www.WorkplaceRights.Lni.wa.gov Call: 1-866-219-7321, toll-free Visit: www.Offices.Lni.wa.gov Email: [email protected] About required workplace posters Go to www.Posters.Lni.wa.gov to learn more about workplace posters from L&I and other government agencies. Wage and Hour Laws Workers must be paid the Washington minimum wage Workers in all industries who are 16 years of age or older must be paid at least the minimum wage for all hours worked. Workers who are 14 or 15 may be paid 85% of the minimum wage. Need to know the current minimum wage? See “Contact L&I” below. Tips cannot be counted as part of the minimum wage. Overtime pay is due when working more than 40 hours You must be paid one and one-half times your regular rate of pay for all hours worked over 40 in a fixed seven-day workweek that is designated by your employer. Agricultural workers are generally exempt from overtime. There are a few exceptions to minimum wage and overtime laws A few occupations are not covered by minimum wage or overtime requirements under limited circumstances. See www.WorkplaceRights. Lni.wa.gov and click on “Minimum Wage” or “Overtime & Exemptions.” Unless you are exempt, you cannot waive the right to minimum wage or overtime pay. Workers need meal and rest breaks Most workers are entitled to a 30-minute unpaid meal period if working more than five hours in a day. If you must remain on duty or work during your meal period, you must be paid for the 30 minutes. Most workers are entitled to a 10-minute paid rest break no later than the end of the third hour. Your employer may schedule the break or allow “mini” breaks, such as two five-minute rest breaks. Agricultural workers must have a 10-minute paid rest break within each four-hour period of work. If you are under 18, check out the Teen Corner to see break requirements. Your employer must schedule a regular payday You must be paid at least once a month on a regularly scheduled payday. Your employer must give you a pay statement showing the number of hours worked, rate of pay, number of piece work units (if piece work), gross pay, the pay period and all deductions taken. You must agree to deductions from pay Your employer may deduct from your wages when required by state or federal law and for certain other deductions under an agreement between you and your employer. For complete information, go to www.WorkplaceRights.Lni.wa.gov and click on “Pay Requirements.” Other workplace posters from L&I Go to www.Posters.Lni.wa.gov to learn more about workplace posters from L&I and other government agencies. Call: 1 1-800-423-7233 or 360-902-5495 Division of Occupational Safety and Health Department of Labor & Industries P.O. Box 44600 Olympia WA 98504-4600 Website: www.Lni.wa.gov/Safety Mail: PUBLICATION F416-081-909 [12-2012] Other formats for persons with disabilities are available on request. Call 1-800-547-8367. TDD users, call 360-902-5797. L&I is an equal opportunity employer Where to report • Any local L&I office or • 1-800-423-7233, press 1 (available 24/7) Employers must report a fatality or hospitalization If one or more work-related deaths, probable deaths or in-patient hospitalizations occur, you must notify L&I DOSH within eight hours with the following information: • Employer contact person and phone number. • Name, address and location of the workplace. • Date and time of the incident. • Number of fatalities or hospitalized employees. • Names of the employees. • Brief description of what happened. It’s the law! Employers must post this notice where employees can read it. The Washington Industrial Safety and Health Act (WISHA) protects the safety and health of employees on the job in Washington State (Chapter 49.17 RCW). The Washington Industrial Safety and Health Act (WISHA) protects the safety and health of employees on the job in Washington State (Chapter 49.17 RCW). Employers and employees: You should read this entire notice to understand your rights and responsibilities. The Washington State Department of Labor & Industries (L&I), Division of Occupational Safety and Health (DOSH), administers WISHA and: • Inspects workplaces to identify hazards and improve safety. • Investigates work-related fatalities, hospitalizations and complaints of unsafe workplaces. • Provides free on-site consultations to help employers identify and fix hazards. • Offers education and training to promote safer workplaces Contact us This poster describes important parts of the law. Please contact us if you have questions about your rights or responsibilities. Employers — You have a legal obligation to protect employees on the job Employees — You have a right to a safe and healthy workplace The U.S. Department of Labor monitors the workplace safety and health program in Washington State and other states that operate under state statute and regulations. If you have a complaint about the administration of Washington State’s program, write to: Occupational Safety and Health Administration Region 10, 1111 - 3rd Ave., Suite 715, Seattle, WA 98101-3212. Employers must provide workplaces free from recognized hazards that could cause employees serious harm or death. Actions you must take • Comply with all workplace safety and health rules that apply to your business, including developing and implementing a written accident prevention plan (also called an APP or safety program). • Post this notice to inform your employees of their rights and responsibilities. • Prior to job assignments, train employees how to prevent hazardous exposures and provide required personal protective equipment at no cost. • Allow an employee representative to participate in an L&I safety/health inspection, without loss of wages or benefits. The L&I inspector may talk confidentially with a number of employees. Firing or discriminating against any employee for filing a complaint or participating in an inspection, investigation, or opening or closing conference is illegal. Citations and penalties L&I will issue a citation if the inspector identifies violations of workplace safety and health rules. The citation will include a date for correcting them. You must prominently display the citation at or near the place of the violation for a minimum of three days. You cannot remove it until you correct the violation. L&I can fine you for failing to comply with workplace safety and health requirements. The law also provides for criminal penalties under certain conditions. Appeals • You may appeal any citation, penalty or abatement-correction due date. • You must correct any serious violations by the correction due date even if you appeal. • You may be granted a “stay” of this abatement requirement if you request it at the same time you appeal a violation. You must allow an employee representative to attend all meetings between you and L&I if you appeal a citation. Your employer must protect you from hazards you encounter on the job, tell you about them and provide training. You have the right to: • Notify your employer or L&I about workplace hazards. You may ask L&I to keep your name confidential. •Request an L&I inspection of the place you work if you believe unsafe or unhealthy conditions exist. You or your employee representative may participate in an inspection. •Get copies of your medical records, including records of exposures to toxic and harmful substances or conditions. • File a complaint with L&I within 30 days if you believe your employer fired you, or retaliated or discriminated against you because you filed a safety complaint, participated in an inspection or other safety-related activity, or exercised any of your rights under WISHA. To file a discrimination complaint, go to www.Lni.wa.gov/Safety and click on “File a Complaint” or call 360-902-6088. • Appeal a violation correction date if you believe the time allowed on the citation is not reasonable. The law requires you to follow workplace safety and health rules that apply to your own actions and conduct on the job. Leave Laws Family care, family leave and other leave-related laws are summarized below. To learn more, go to www.WorkplaceRights.Lni.wa.gov and click on “Leave & Benefits.” Washington Family Care Act: Use of paid leave to care for sick family If you work for an employer with a paid-leave policy (sick, vacation, certain employer-provided short-term disability plans, or other paid time off), you are allowed to use your choice of paid leave to care for sick family. Family includes: • Children under age 18 with a health condition that requires supervision or treatment. • Spouse, registered domestic partner, parent, parent-in-law or grandparent with a serious or emergency health condition. • Adult son or daughter incapable of self-care due to a disability. Federal Family and Medical Leave Act (FMLA) The federal FMLA requires covered employers to provide up to 12 weeks of unpaid job-protected leave every 12 months to eligible employees for certain family and medical reasons. Employees are eligible if they: • Worked for their employer for at least 1,250 hours over the previous 12 months; and • The company has at least 50 employees within 75 miles. For more information, contact the U.S. Department of Labor at 1-866-487-9243 or visit www.dol.gov/whd/fmla. Washington Family Leave Act: Additional leave for pregnancy and domestic partner care Women who qualify for leave under the federal FMLA (above) may be entitled to additional state family leave for sickness or disability due to pregnancy. Also, Washington’s Family Leave Act provides up to 12 weeks leave to FMLA-eligible registered domestic partners or same-sex spouses who need to care for an ill partner/spouse. Pregnancy-related disability protected from discrimination A woman with a pregnancy-related disability is entitled to time off and job protection if she works for an employer with eight or more employees. Her health-care provider determines the amount of time off needed. For more information, contact the Washington State Human Rights Commission at www.hum.wa.gov or call 1-800-233-3247. Leave for victims of domestic violence, sexual assault or stalking Victims and their family members are allowed to take reasonable leave from work for legal or law-enforcement assistance, medical treatment, counseling, relocation, meetings with their crime victim advocate or to protect their safety. Leave for military spouses during deployment Spouses or registered domestic partners of military personnel who receive notice to deploy or who are on leave from deployment during times of military conflict may take a total of 15 days unpaid leave per deployment. Your employer may not fire you or retaliate against you for using your leave for these reasons or for filing a complaint alleging a violation of these leave laws. Employment Security Department WASHINGTON STATE If your work hours have been reduced to part-time, you may qualify for partial unemployment benefits. If you have been unemployed due to a work-related injury or non-work-related illness or injury and are now able to work again, you may be eligible for special unemployment benefits. Employers are legally required to post this notice in a place convenient for employees to read (see RCW 50.20.140). The Employment Security Department is an equal-opportunity employer and provider of programs and services. Auxiliary aids and services are available upon request to people with disabilities. Auxiliary aids may include qualified interpreters and telecommunication devices (TTY) for hearing- or speech-impaired individuals. Individuals with limited English proficiency may request free interpretive services to conduct business with the department. EMS 9874 . CC 7540-032-407 . Rev 4/12 . UI-biz-poster-EN Unemployment Benefits You may be eligible for unemployment benefits if you lose your job Log onto www.esd.wa.gov to apply To apply for unemployment, you will need: • Your Social Security number. • Dates you started and stopped working for each employer. • Names and addresses of everyone you • Reasons you left each job. worked for in the last two years. • Your alien registration number if you are not a U.S. citizen. If you were in the military within the last 24 months, we will also ask you to fax or mail us a copy of your discharge papers (Form DD214). You can apply online unless: • You worked in two or more states in the last 24 months. • You worked in only one state other than Washington in the last 24 months. • You were totally disabled for at least 13 consecutive weeks due to a work-related injury or a non-work related injury or illness, AND you were released for work by your doctor within the last 12 months. You also can apply for unemployment over the phone Call 800-318-6022 (TTY 800-365-8969). We are available to help you Monday through Friday from 8 a.m. to 5 p.m., except on state holidays. We may be open extended hours during peak periods. If your Social Security number ends with: 0 thru 3, call Monday 4 thru 7, call Tuesday 8 thru 9, call Wednesday Please call on your designated day. If you miss your day, you may call on Wednesday, Thursday or Friday of the same week without any delay in payment. Customers with active claims may call any day of the week. You must look for work each week that you claim benefits Visit WorkSource to find all the FREE resources you need to find a job. These include workshops, computers, copiers, phones, fax machines, Internet access, and newspapers. Log onto www.go2worksource.com to find the nearest office. 1-866-875-6044 COMPLIANCE4LESS, LLC OREGON OR-ST Rev. 09/23/13 Copyright © 2013 ELITE BUSINESS VENTURES, INC. To Order Any Additional Required Postings Or For More Information, Please Call… POSTER LEGEND State Required are outlined in Blue Recommended are outlined in Gray Emergency Phone Numbers FOR Please Give Exact Address of This Worksite Location PHYSICIANS: HOSPITALS: AMBULANCE: 911 or FIRE DEPARTMENT: 911 or POLICE: 911 or Payday Notice Oregon Minimum Wage The Occupational Safety and Health Act Smoke free Workplace Law Oregon Family Leave Act Ê 1-888-306-7377 You have a right to a safe and healthful workplace. IT’S THE LAW! 1(800) 922-2689 www.orosha.org FOR MORE INFORMATION, copies of the Oregon Safe Employment Act, specific safety and health standards, advice or assistance, call: Salem Central Office ...... (503) 378-3272 Field Offices: Bend .............................. (541) 388-6066 Eugene ........................... (541) 686-7562 Medford ......................... (541) 776-6030 Pendleton ....................... (541) 276-9175 Portland ......................... (503) 229-5910 Salem ............................. (503) 378-3274 confidential. U.S. Department of Labor OSHA Region X 1111 Third Avenue, Suite 715 Seattle, Washington 98101-3212 (206) 553-5930 eliminated. Display this poster where all your workers can see it! Oregon Administrative Rule 437-001-0275(2)(a). The Oregon Safe Employment Act of 1973 provides job safety and health protection for workers through the promotion of safe and healthful working conditions throughout the state. The Oregon Occupational Safety and Health Division (Oregon OSHA) of the Department of Consumer and Business Services has the primary responsibility for administering the Act. Oregon OSHA issues occupational safety and health standards, and its trained safety and health compliance officers conduct job-site inspections to ensure compliance with the Oregon Safe Employment Act. Oregon OSHA has a staff of trained safety and health professionals available to work with businesses in all industries to improve workplace safety and health. Consultations and training opportunities are available at no charge to Oregon businesses by calling any of the phone numbers listed below. This free poster is available from Oregon OSHA Ñ ItÕs the law! Ñ Please dispose of cigarette butts safely and properly. Discarding cigarettes on the ground is considered offensive littering under ORS 164.805, subject to 30 days in jail or a $1,250 fine. No smoking within 10 feet Under Oregon’s Smokefree Workplace Law this business is smokefree (ORS 433.835-870, effective January 1, 2009). Smoking is not allowed within 10 feet of building entrances, exits, windows and air intake vents. For information and complaints: 1-866-621-6107 or www.healthoregon.org/smokefree Want to quit smoking? 1-800-QUIT-NOW or 1-877-2NO-FUME (Español) B U R E A U UOFFLABORAANDDINDUSTRIES Brad Avakian, Commissioner OREGON MINIMUMWAGE All employers must comply with state laws regulating payment of minimum wage, overtime and general working conditions. MINIMUM WAGE $9.10 per hourbeginning January 1, 2014 through December 31, 2014 THIS INFORMATION MUST BE POSTED IN A CONSPICUOUS LOCATION J 012 For Additional Information: General Working Conditions Overtime: Overtime: Unless exempt, employees must be paid time and one-half the regular rate of pay for any time worked over 40 hours a week. Tips: Employers may not use tips as credit toward minimum wages owed to an employee. Deductions: Employers may make deductions from wages that are required by law; authorized by a collective bargaining agreement; are for the fair market value of meals and lodging provide for the private benefit of the employee; are for the employee’s benefit and are authorized in writing; or for an item in which the employer is not the ultimate recipient and the employee has voluntarily signed an authorization. An itemized statement of deductions made from wages must be provided with each paycheck. Time and payroll records must be kept by employers for at least two years. Regular paydays must be established and maintained. A pay period may not exceed 35 days. Meal periods of not less than 30 minutes must be provided to non-exempt adult employees who work six or more hours in one work period. Ordinarily, employees are required to be relieved of all duties during the meal period. Under exceptional circumstances, however, the law allows an employee to perform duties during a meal period so long as they are paid. When that happens, the employer must pay the employee for the whole meal period. Paid rest periods of at least 10 minutes for adults (15 minutes for minors) must be provided during each four-hour work period or major part of four hours worked. (There are narrow exceptions for adult employees working alone in retail/service establishments.) Certain employers are required to provide additional rest periods to employees to express milk for a child. With the exception of certain tipped food and beverage service workers, meal and rest periods may not be waived or used to adjust working hours; however, meal and rest period provisions may be modified by the terms of a collective bargaining agreement. Final paychecks: If an employee is fired, the final paycheck is due no later than the end of the first business day after the discharge. If an employee quits with 48 hours or more notice, wages are due the last working day (excluding Saturdays, Sundays and holidays). If an employee quits without at least 48 hours notice, wages are due in five days (excluding Saturdays, Sundays and holidays) or on the next payday, whichever occurs first. (There are some exceptions. Contact the nearest Bureau of Labor and Industries office for information.) Employment of Minors Employment certificates: Employers must have an Employment Certificate, validated by the Bureau of Labor and Industries, before they hire minors. An employer must post the validated certificate in a conspicuous place where all employees can readily see it. Working Hours For 14 and 15-year-olds: When school is in session:  Three hours per day on school days  Eight hours per day on non-school days, 18 hours per week maximum  Only between the hours of 7AM and 7PM  Working is not allowed during school hours When school is not in session:  Eight hours per day  40 hours per week maximum  From June 1 through Labor Day: 7AM to 9PM For 16 and 17-year-olds:  Any hours  44 hours per week maximum Working Conditions Meal periods Special rules pertaining to meal periods apply to minors. Contact the Bureau of Labor and Industries for more information. Paid rest periods of at least 15 minutes must be provided during each four hour segment (or major portion) of work time. Hazardous/Prohibited Occupations: Minors may not be employed in dangerous occupations. Contact the Bureau of Labor and Industries for complete information. Adequate work must be provided if the employer requires the minor to report to work. Adequate work means enough work (or compensation in lieu of work) to earn at least one half of the scheduled day’s earnings. Agricultural Employment: Special rules apply to minors working in agriculture. Contact the Bureau of Labor and Industries for more information. This is a summary of Oregon’s laws relating to minimum wage, working conditions and the employment of minors. It is not a complete text of the law. PENALTIES: Willful failure to pay wages due to an employee upon termination may be penalized by continuation of the employee’s wages up to a maximum of 30 days. Agricultural Employees B U R E A U UOFFLABORAANDDINDUSTRIES Brad Avakian, Commissioner Notice: Agricultural EMPLOYEES Your Rights Under Oregon’s Minimum Wage Law and Child Labor Law SPECIAL EXEMPTIONS APPLY TO AGRICULTURAL WORKERS MINIMUM WAGE $8.95 per hour beginning January 1, 2013 through December 31, 2013 Oregon law requires the minimum wage rate to be adjusted annually for inflation by September 30 of each year for the following calendar year. Information Call or Write: Bureau of Labor and Industries • Wage and Hour Division 800 NE Oregon Street #1045 Portland, Oregon 97232-2180 (971) 673-0761 www.oregon.gov/boli Salem ................................. (503) 378-3292 Eugene ............................... (541) 686-7623 TTY: 771 Minimum Wage Requirements: Employees of agricultural employers must be paid at least the minimum wage unless exempted. Exemptions Exemptions Agricultural employers are not required to pay minimum wage to the following: ▪ Members of the employer’s immediate family. ▪ Local hand harvest or pruning workers who are paid on a piece rate basis and who worked fewer than 13 weeks in agriculture during the preceding calendar year. ▪ Workers under 16 years of age who are paid the same piece rate as workers over 16 years of age. ▪ Workers mainly engaged in the range production of livestock. ▪ Hand harvest and pruning workers who are paid on a piece rate basis and who worked for an employer who, during any quarter of the previous calendar year, did not use more than 500 piece-rate work days* of agricultural labor. *Piece-rate-work-day means any day when an employee (except immediate family of the employer) performs any agricultural labor on a piece-rate basis for at least one hour. Overtime Employees of agricultural employers are exempt from overtime. Meals and Rest Periods ▪ Meal periods of not less than 30 minutes must be provided to non-exempt adult employees who work six or more hours in one work period. Ordinarily, employees are required to be relieved of all duties during the meal period. Under exceptional circumstances, however, the law allows an employee to perform duties during a meal period: When that happens, the employer must pay the employee for the whole meal period. ▪ Paid rest periods of at least 10 minutes for adults (15 minutes for minors) must be provided during each four-hour work period or major part of four hours worked. Certain employers are required to provide additional rest periods to employees to express milk for a child. Meal and rest periods may not be waived or used to adjust working hours; however, meal and rest period provisions may be modified by the terms of a collective bargaining agreement. Agricultural employees who are exempt from minimum wage (see above) are also exempt from rest and meal periods. Child Labor Minors under 18 years of age may work in non-hazardous farm jobs outside of school hours. Minors 14 to 18 years of age who operate power driven farm machinery or ride in or on machinery must obtain a certificate of training and the employer must obtain an employment certificate. Enforcement The Bureau of Labor and Industries may take legal action to recover unpaid wages, penalties and costs. Employers may be assessed civil penalties of up to $1,000 per violation for violation of these laws. The employer is prohibited from discriminating against employees or discharging employees who file complaints or take part in the Bureau’s investigation. Federal Laws When state and federal laws differ, the law providing more protection to employees or setting the higher standard applies. THIS POSTER MUST BE DISPLAYED WHERE EMPLOYEES CAN EASILY SEE IT BUREAU OF LABOR AND INDUSTRIES Brad Avakian, Commissioner Oregon FAMILY LEAVEACT NOTICE TO EMPLOYERS AND EMPLOYEES The Oregon Family Leave Act, passed by the 1995 Legislature, requires employers of 25 or more employees in Oregon to provide their workers with job protected leave to care for themselves or family members in cases of illness, injury, childbirth or adoption. When can an employee take Family Leave? Employees can take family leave for the following reasons: Parental Leave during the year following the birth of a child or adoption or foster placement of a child under 18 or a child 18 or older if incapable of self-care because of a mental or physical disability. Parental leave includes leave to effectuate the legal process required for foster placement or adoption. Serious health condition leave for the employee’s own serious health condition or to care for a spouse, parent, child, parent-in-law, grandparent, grandchild, same-gender domestic partner or parent or child of same-gender domestic partner with a serious health condition. NOTE: Does not include an employee unable to work due to a compensable Workers Compensation injury. Pregnancy disability leave (a form of serious health condition leave) taken by a female employee for an incapacity related to pregnancy or childbirth, occuring before or after the birth of a child, or for prenatal care. Sick child leave taken to care for an employee’s child with an illness, condition or injury that requires home care but is not a serious health condition. Oregon Military Family Leave is taken by the spouse or same-gender domestic partner of a service member who has been called to active duty or notified of an impending call to active duty or is on leave from active duty during a period of military conflict. Who is Eligible? To be eligible for leave, workers must be employed for the 180 day calendar period immediately preceding the leave and have worked at least an average of 25 hours per week during the 180 day period. Exception 1: For parental leave, workers are eligible after being employed for 180 calendar days, without regard to the number of hours worked. Exception 2: For Oregon Military Family Leave, eligible workers must work for an employer an average of at least 20 hours per week, without regard to the number of days worked. How Much Leave Can an Employee Take? Employees are generally entitled to a maximum of 12 weeks of family leave within the employer’s 12-month leave year. A woman using pregnancy disability leave is entitled to 12 additional weeks of leave in the same leave year for any qualifying OFLA purpose. A man or woman using a full 12 weeks of parental leave is entitled to take up to 12 additional weeks for the purpose of sick child leave. A spouse or same-gender domestic partner of a service member is entitled to a total of 14 work days of unpaid leave per deployment after the military member has been notified of an impending call or order to active duty before deployment and when the military member is on leave from deployment. What Notice is Required? Employers may require employees to give 30 days notice in advance of leave, unless the leave is taken for an emergency. Employees must follow the employer’s policy. Employers may require that notice is given in writing and may require an explanation of the need for leave. In an emergency, employees must give verbal notice within 24 hours of starting a leave. Is Family Leave Paid or Unpaid? Although Family Leave is generally unpaid, employees are entitled to use any accrued paid vacation, sick or other paid leave. How is an Employee’s Job Protected During a Leave? Employers must return employees to their former jobs or to equivalent jobs if the former position no longer exists. However, employees on OFLA leave are still subject to nondiscriminatory employment actions such as layoff or discipline that would have been taken without regard to the employee’s leave. For additional information, please call the nearest office of the Bureau of Labor and Industries: Eugene...... 541-686-7623 Employer Assistance: Salem........ 503-378-3292 971-673-0824 Portland..... 971-673-0761 Website: www.oregon.gov/boli Or Write: Bureau of Labor and Industries Civil Rights Division 800 NE Oregon St Ste. 1045 Portland, OR 97232 January 2012 Eligible employees who have been denied leave, disciplined or retaliated against for requesting or taking leave, or have been denied reinstatement to the same or equivalent position when they returned from a leave or requested leave may file a complaint with the Bureau of Labor and Industries, Civil Rights Division. This is a summary of Oregon’s laws relating to Family Leave Act (OFLA). It is not a complete text of the law. January 2012 THIS INFORMATION MUST BE POSTED IN A CONSPICUOUS LOCATION 440-1507E (3/13/OR-OSHA) Regular Pay Days for Employees of Shall be as follows: Weekly Bi-Weekly Semi-Monthly Monthly Pay Checks will be distributed at This is in accordance with Oregon State Law By Title This is a summary of Oregon minimum wage and child labor laws which satisfies posting requirements. This is not a complete text of the laws. Call the nearest office of the Bureau of Labor and Industries. Or Write: Eugene………541-686-7623 Technical Assistance 971-673-0824 Bureau of Labor and Industries Portland……... 971-673-0761 www.oregon.gov/boli Wage and Hour Division Salem………. 503-378-3292 TTY: 711 800 NE Oregon #1045 Portland, Oregon 97232-2180 CALIFORNIA CA-ST Rev. 08/29/13 Copyright © 2013 Elite Business Ventures, Inc. Required for employers with 5-49 employees State Required are outlined in Blue Required for employers with 50+ employees 1-888-306-7377 DFEH-100-21 (11/12) If you are pregnant, have a related medical condition, or are recovering from childbirth, PLEASE READ THIS NOTICE. • California law protects employees against discrimination or harassment because of an employee’s pregnancy, childbirth or any related medical condition (referred to below as “because of pregnancy”). California also law prohibits employers from denying or interfering with an employee’s pregnancy-related employment rights. • Your employer has an obligation to: ◦ reasonably accommodate your medical needs related to pregnancy, childbirth or related conditions (such as temporarily modifying your work duties, providing you with a stool or chair, or allowing more frequent breaks); ◦ transfer you to a less strenuous or hazardous position (where one is available) or duties if medically needed because of your pregnancy; and ◦ provide you with pregnancy disability leave (PDL) of up to four months (the working days you normally would work in one-third of a year or 17 ¹⁄ weeks) and return you to your same job when you are no longer disabled by your pregnancy or, in certain instances, to a comparable job. Taking PDL, however, does not protect you from nonleave related employment actions, such as a layoff. ◦ provide a reasonable amount of break time and use of a room or other location in close proximity to the employee's work area to express breast milk in private as set forth in Labor Code section 1030, et seq. • For pregnancy disability leave: ◦ PDL is not for an automatic period of time, but for the period of time that you are disabled by pregnancy. Your health care provider determines how much time you will need. ◦ Once your employer has been informed that you need to take PDL, your employer must guarantee in writing that you can return to work in your same position if you request a written guarantee. Your employer may require you to submit written medical certification from your health care provider substantiating the need for your leave. ◦ PDL may include, but is not limited to, additional or more frequent breaks, time for prenatal or postnatal medical appointments, doctor-ordered bed rest, “severe morning sickness,” gestational diabetes, pregnancy-induced hypertension, preeclampsia, recovery from childbirth or loss or end of pregnancy, and/or post-partum depression. ◦ PDL does not need to be taken all at once but can be taken on an as-needed basis as required by your health care provider, including intermittent leave or a reduced work schedule, all of which counts against your four month entitlement to leave. ◦ Your leave will be paid or unpaid depending on your employer’s policy for other medical leaves. You may also be eligible for state disability insurance or Paid Family Leave (PFL), administered by the California Employment Development Department. ◦ At your discretion, you can use any vacation or other paid time off during your PDL. ◦ Your employer may require or you may choose to use any available sick leave during your PDL. ◦ Your employer is required to continue your group health coverage during your PDL at the level and under the conditions that coverage would have been provided if you had continued in employment continuously for the duration of your leave. ◦ Taking PDL may impact certain of your benefits and your seniority date; please contact your employer for details. Notice obligations as an Employee: • Give your employer reasonable notice: To receive reasonable accommodation, obtain a transfer, or take PDL, you must give your employer sufficient notice for your employer to make appropriate plans – 30 days advance notice if the need for the reasonable accommodation, transfer or PDL is foreseeable, otherwise as soon as practicable if the need is an emergency or unforeseeable. • Provide a Written Medical Certification from Your Health Care Provider. Except in a medical emergency where there is no time to obtain it, your employer may require you to supply a written medical certification from your health care provider of the medical need for your reasonable accommodation, transfer or PDL. If the need is an emergency or unforeseeable, you must provide this certification within the time frame your employer requests, unless it is not practicable for you to do so under the circumstances despite your diligent, good faith efforts. Your employer must provide at least 15 calendar days for you to submit the certification. See your employer for a copy of a medical certification form to give to your health care provider to complete. • PLEASE NOTE that if you fail to give your employer reasonable advance notice or, if your employer requires it, written medical certification of your medical need, your employer may be justified in delaying your reasonable accommodation, transfer, or PDL. This notice is a summary of your rights and obligations under the Fair Employment and Housing Act (FEHA). For more information about your rights and obligations as a pregnant employee, contact your employer, visit the Department of Fair Employment and Housing’s Web site at www.dfeh.ca.gov, or contact the Department at (800) 884-1684. The text of the FEHA and the regulations interpreting it are available on the Department’s Web site. DFEH-100-20 (11/12) • Under the California Family Rights Act of 1993 (CFRA), if you have more than 12 months of service with your employer and have worked at least 1,250 hours in the 12-month period before the date you want to begin your leave, you may have a right to an unpaid family care or medical leave (CFRA leave). This leave may be up to 12 workweeks in a 12-month period for the birth, adoption, or foster care placement of your child or for your own serious health condition or that of your child, parent or spouse. • Even if you are not eligible for CFRA leave, if disabled by pregnancy, childbirth or related medical conditions, you are entitled to take pregnancy disability leave (PDL) of up to four months, or the working days in one-third of a year or 17⅓ weeks, depending on your period(s) of actual disability. Time off needed for prenatal or postnatal care; doctor-ordered bed rest; gestational diabetes; pregnancy-induced hypertension; preeclampsia; childbirth; postpartum depression; loss or end of pregnancy; or recovery from childbirth or loss or end of pregnancy would all be covered by your PDL. • Your employer also has an obligation to reasonably accommodate your medical needs (such as allowing more frequent breaks) and to transfer you to a less strenuous or hazardous position if it is medically advisable because of your pregnancy. • If you are CFRA-eligible, you have certain rights to take BOTH PDL and a separate CFRA leave for reason of the birth of your child. Both leaves guarantee reinstatement to the same or a comparable position at the end of the leave, subject to any defense allowed under the law. If possible, you must provide at least 30 days advance notice for foreseeable events (such as the expected birth of a child or a planned medical treatment for yourself or a family member). For events that are unforeseeable, you must to notify your employer, at least verbally, as soon as you learn of the need for the leave. • Failure to comply with these notice rules is grounds for, and may result in, deferral of the requested leave until you comply with this notice policy. • Your employer may require medical certification from your health care provider before allowing you a leave for: ◦ your pregnancy; ◦ your own serious health condition; or ◦ to care for your child, parent, or spouse who has a serious health condition. • See your employer for a copy of a medical certification form to give to your health care provider to complete. • When medically necessary, leave may be taken on an intermittent or a reduced work schedule. If you are taking a leave for the birth, adoption or foster care placement of a child, the basic minimum duration of the leave is two weeks and you must conclude the leave within one year of the birth or placement for adoption or foster care. • Taking a family care or pregnancy disability leave may impact certain of your benefits and your seniority date. Contact your employer for more information regarding your eligibility for a leave and/or the impact of the leave on your seniority and benefits. This notice is a summary of your rights and obligations under the Fair Employment and Housing Act (FEHA). The FEHA prohibits employers from denying, interfering with, or restraining your exercise of these rights. For more information about your rights and obligations, contact your employer, visit the Department of Fair Employment and Housing’s Web site at www.dfeh.ca.gov, or contact the Department at (800) 884-1684. The text of the FEHA and the regulations interpreting it are available on the Department’s Web site. Unemployment Insurance benefits based on wages earned while employed by a public or nonprofit educational institution may not be paid during a school recess period if the employee has reasonable assurance of returning to work at the end of the recess period (California Unemployment Insurance Code Section 1253.3). Benefits based on other covered employment may be payable during recess periods if the unemployed individual is in all other respects eligible, and the wages earned in other covered employment are sufficient to establish an unemployment insurance claim after excluding wages earned from a public or nonprofit educational institution(s). NOTE: Some employees may be exempt from unemployment and disability insurance coverage. CU DE 1857D Rev. 17 (5-11) (INTERNET) SAFETY AND HEALTH PROTECTION ON THE JOBState of California Department of Industrial Relations California law provides job safety and health protection for workers under the Cal/OSHA program. This poster explains the basic requirements and procedures for compliance with the state’s job safety and health laws and regulations. The law requires that this poster be displayed. (Failure to do so could result in a penalty of up to $7,000.) HELP IS AVAILABLE: To learn more about job safety rules, you may contact the Cal/OSHA Consultation Service for free information, required forms and publications. You can also contact a local district office of the Division of Occupational Safety and Health. If you prefer, you may retain a competent private consultant, or ask your workers’ compensation insurance carrier for guidance in obtaining information. OFFICES OF THE DIVISION OF OCCUPATIONAL SAFETY AND HEALTH Call the FREE Worker Information Hotline - 1-866-924-9757 HEADQUARTERS: 1515 Clay Street, Ste. 1901, Oakland, CA 94612 — Telephone (510) 286-7000 Bakersfield Concord Foster City Fremont/San Jose Fresno Los Angeles Modesto Oakland Sacramento San Bernardino San Diego San Francisco Santa Ana Santa Rosa Torrance Van Nuys West Covina 7718 Meany Avenue, Bakersfield 93308 1450 Enea Circle Suite 525, Concord 94520 1065 East Hillsdale Blvd. Suite 110, Foster City 94404 39141 Civic Center Dr. Suite 310, Fremont 94538 2550 Mariposa St. Room 4000, Fresno 93721 320 West Fourth St. Room 670, Los Angeles 90013 4206 Technology Dr. Suite 3, Modesto 95356 1515 Clay St. Suite 1301, Oakland 94612 2424 Arden Way Suite 165, Sacramento 95825 464 West Fourth St. Suite 332, San Bernardino 92401 7575 Metropolitan Dr. Suite 207, San Diego 92108 455 Golden Gate Ave. Rm. 9516, San Francisco 94105 2000 E. McFadden Ave, Ste. 122, Santa Ana 92705 1221 Farmers Lane Suite 300, Santa Rosa 95405 680 Knox St. Suite 100, Torrance 90502 6150 Van Nuys Blvd. Suite 405, Van Nuys 91401 1906 West Garvey Ave. S. Suite 200, West Covina 91790 (661) 588-6400 (925) 602-6517 (650) 573-3812 (510) 794-2521 (559) 445-5302 (213) 576-7451 (209) 545-7310 (510) 622-2916 (916) 263-2800 (909) 383-4321 (619) 767-2280 (415) 557-0100 (714) 558-4451 (707) 576-2388 (310) 516-3734 (818) 901-5403 (626) 472-0046 (510) 286-1066 (916) 263-2803 (714) 558-4300 (626) 471-9122 Cal/OSHA Consultation Service (559) 454-1295 (510) 622-2891 (916) 263-0704 (909) 383-4567 (619) 767-2060 (818) 901-5754 (714) 562-5525 Headquarters: 2000 E. McFadden Ave. #214, Santa Ana, CA 92705 — (714) 558-4411 1901 North Gateway Blvd. Suite 102, Fresno 93727 1515 Clay St. Suite 1103 Oakland 94612 2424 Arden Way Suite 410 Sacramento 95825 464 West Fourth St. Suite 339 San Bernardino 92401 7575 Metropolitan Dr. Suite 204 San Diego 92108 6150 Van Nuys Blvd. Suite 307 Van Nuys 91401 1 Centerpointe Suite 150 La Palma 90623 • Fresno/Central Valley • Oakland/Bay Area • Sacramento/Northern CA • San Bernardino • San Diego/Imperial Counties • San Fernando Valley • Santa Fe Springs/Los Angeles/Orange County • Sacramento 2424 Arden Way–Suite 485, Sacramento 95825 (916) 263-5750 Enforcement of Cal/OSHA job safety and health standards is carried out by the Division of Occupational Safety and Health, under the California Department of Industrial Relations, which has primary responsibility for administering the Cal/OSHA program. Safety and health standards are promulgated by the Occupational Safety and Health Standards Board. Anyone desiring to register a complaint alleging inadequacy in the administration of the California Occupational Safety and Health Plan may do so by contacting the San Francisco Regional Office of the Occupational Safety and Health Administration (OSHA), U.S. Department of Labor (Tel: 415-975-4310). OSHA monitors the operation of state plans to assure that continued approval is merited. Polls are open from 7:00 a.m. to 8:00 p.m. each Election Day. If you are scheduled to be at work during that time, California law allows you to take up to two hours o to vote, without losing any pay. You may take as much time as you need to vote, but only two hours of that time will be paid. Your time o for voting can be only at the beginning or end of your regular work shift, unless you make another arrangement with your employer. If you think you will need time o to vote, you must notify your employer at least two working days prior to the election. Debra Bowen CALIFORNIA LAW PROHIBITS WORKPLACE DISCRIMINATION AND HARASSMENT California Elections Code Section 14000 www.soso.ca.gov (800) 345-VOTE (8683) "NOTICE A" YOUR RIGHTS AND OBLIGATIONS AS A PREGNANT EMPLOYEE “NOTICE B” FAMILY CARE AND MEDICAL LEAVE AND PREGNANCY DISABILITY LEAVE The California Department of Fair Employment and Housing (DFEH) enforces laws that protect you from illegal discrimination and harassment in employment based on your actual or perceived: • Ancestry • Age (40 and above) • Color • Disability (physical and mental, including HIV and AIDS) • Genetic information • Gender, gender identity, and gender expression • Marital status • Medical condition (genetic characteristics, cancer or a record or history of cancer) • National origin (includes language use restrictions) • Race • Religion (includes religious dress and grooming practices) • Sex (includes pregnancy, childbirth, breastfeeding and/or related medical conditions) • Sexual orientation The California Fair Employment and Housing Act (Government Code sections 12900 through 12996) and its implementing regulations (California Code of Regulations, title 2, sections 7285.0 through 8504): • Prohibit harassment of employees, applicants, and independent contractors by any persons and require employers to take all reasonable steps to prevent harassment. This includes a prohibition against sexual harassment, gender harassment, harassment based on pregnancy, childbirth, breastfeeding and/or related medical conditions, as well as harassment based on all other characteristics listed above. • Prohibit employers from limiting or prohibiting the use of any language in any workplace unless justified by business necessity. The employer must notify employees of the language restriction and consequences for violation. • Require that all employers provide information to each of their employees on the nature, illegality, and legal remedies that apply to sexual harassment. Employers may either develop their own publications, which must meet standards set forth in California Government Code section 12950, or use a brochure from the DFEH. • Require employers with 50 or more employees and all public entities to provide sexual harassment prevention training for all supervisors. • Require employers to reasonably accommodate an employee or job applicant’s religious beliefs and practices, including the wearing or carrying of religious clothing, jewelry or artifacts, and hair styles, facial hair, or body hair, which are part of an individual’s observance of his or her religious beliefs. • Require employers to reasonably accommodate employees or job applicants with a disability to enable them to perform the essential functions of a job. • Permit job applicants and employees to file complaints with the DFEH against an employer, employment agency, or labor union that fails to grant equal employment as required by law. • Prohibit discrimination against any job applicant or employee in hiring, promotions, assignments, termination, or any term, condition, or privilege of employment. • Require employers, employment agencies, and unions to preserve applications, personnel records, and employment referral records for a minimum of two years. • Require employers to provide leaves of up to four months to employees disabled because of pregnancy, childbirth, or a related medical condition. • Require an employer to provide reasonable accommodations requested by an employee, on the advice of her health care provider, related to her pregnancy, childbirth, or related medical conditions. • Require employers of 50 or more persons to allow eligible employees to take up to 12 weeks leave in a 12-month period for the birth of a child; the placement of a child for adoption or foster care; for an employee’s own serious health condition; or to care for a parent, spouse, or child with a serious health condition. The law also requires employers to post a notice informing employees of their family and medical leave rights. • Require employment agencies to serve all applicants equally, refuse discriminatory job orders, and prohibit employers and employment agencies from making discriminatory pre-hiring inquiries or publishing help-wanted advertisements that express a discriminatory hiring preference. • Prohibit unions from discriminating in member admissions or dispatching members to jobs. • Prohibit retaliation against a person who opposes, reports, or assists another person to oppose unlawful discrimination. The law provides for remedies for individuals who experience prohibited discrimination or harassment in the workplace. These remedies include hiring, front pay, back pay, promotion, reinstatement, cease-and-desist orders, expert witness fees, reasonable attorney’s fees and costs, punitive damages, and emotional distress damages. Job applicants and employees: If you believe you have experienced discrimination, you may file a complaint with the DFEH. Independent contractors: If you believe you have been harassed, you may file a complaint with the DFEH. Complaints must be filed within one year of the last act of discrimination/harassment or, for victims who are under the age of 18, not later than one year after the victim’s eighteenth birthday. For more information contact (800) 884-1684; TTY (800) 700-2320; videophone for the hearing impaired (916) 226-5285; [email protected]; or www.dfeh.ca.gov. Government Code section 12950 and California Code of Regulations, title 2, section 7287, require all employers to post this document. It must be conspicuously posted in hiring offices, on employee bulletin boards, in employment agency waiting rooms, union halls, and other places employees gather. In accordance with the California Government Code and ADA requirements, this publication can be made available in Braille, large print, computer disk, or voice recording as a disability-related accommodation for an individual with a disability. To discuss how to receive a copy in an alternative format, please contact the DFEH at the telephone numbers or e-mail address above. 1515 Clay Street, Ste. 16-22A, Oakland 94612 2424 Arden Way Suite 300, Sacramento 95825 2000 E. McFadden Ave. Ste. 119, Santa Ana 92705 750 Royal Oaks Drive, Ste 104, Monrovia 91016 Oakland Sacramento Santa Ana Monrovia April 2013 Disability Insurance (funded entirely by employees’ contributions) When you are unable to work or reduce your work hours because of sickness, injury, or pregnancy, you may be eligible to receive Disability Insurance (DI) benefits. Your employer must provide a copy of Disability Insurance Provisions, DE 2515, to each newly hired employee and to each employee leaving work due to pregnancy or due to sickness or injury that is not job related. To file a claim:  Online, create an account at www.edd.ca.gov/disability. This is the easiest and fastest way to file a new claim and obtain claim status information.  By mail,Êobtain the new data capturing Claim for Disability Insurance Benefits (Optical Character Recognition), DE 2501, through your employer, doctor’s office, hospital, by calling us at 1-800-480-3287, or online at www.edd.ca.gov/forms. Note:ÊIf your employer maintains an approved Voluntary Plan for DI coverage, contact your employer for assistance. FOR MORE INFORMATION ABOUT DI, PLEASE VISIT www.edd.ca.gov/disability OR CONTACT DI CUSTOMER SERVICE BY PHONE AT 1-800-480-3287. STATE GOVERNMENT EMPLOYEES SHOULD CALL 1-866-352-7675. TTY (FOR DEAF OR HEARING-IMPAIRED INDIVIDUALS ONLY) IS AVAILABLE AT 1-800-563-2441. Paid Family Leave (funded entirely by employees’ contributions) When you stop working or reduce your work hours to care for a family member who is seriously ill or to bond with a new child, you may be eligible to receive Paid Family Leave (PFL) benefits. Your employer must provide a copy of Paid Family Leave Program Brochure, DE 2511, to each newly hired employee and to each employee leaving work to care for a seriously ill family member or to bond with a new child. To file a claim:  Online, create an account at www.edd.ca.gov/disability. This is the easiest and fastest way to file a new claim and obtain claim status information.  By mail, obtain the new data capturing Claim for Paid Family Leave Benefits (Optical Character Recognition), DE 2501F, through your employer, doctor’s office, hospital, by calling us at 1-877-238-4373, or online at www.edd.ca.gov/forms. Note: If your employer maintains an approved Voluntary Plan for PFL coverage, contact your employer for assistance. FOR MORE INFORMATION ABOUT PFL, PLEASE VISIT www.edd.ca.gov/disability OR CONTACT CUSTOMER SERVICE BY PHONE AT 1-877-238-4373. STATE GOVERNMENT EMPLOYEES SHOULD CALL 1-877-945-4747. TTY (FOR DEAF OR HEARING-IMPAIRED INDIVIDUALS ONLY) IS AVAILABLE AT 1-800-445-1312. NOTE:Ê SOME EMPLOYEES MAY BE EXEMPT FROM COVERAGE BY THE ABOVE INSURANCE PROGRAMS. IT IS ILLEGAL TO MAKE A FALSE STATEMENT OR TO WITHHOLD FACTS TO CLAIM BENEFITS. FOR ADDITIONAL GENERAL INFORMATION, VISIT THE EDD WEBSITE AT www.edd.ca.gov. DE 1857A Rev. 41 (12-12) (INTERNET) GA 888/CU THIS EMPLOYER IS REGISTERED UNDER THE CALIFORNIA UNEMPLOYMENT INSURANCE CODE AND IS REPORTING WAGE CREDITS THAT ARE BEING ACCUMULATED FOR YOU TO BE USED AS A BASIS FOR: Unemployment Insurance (funded entirely by employers’ taxes) When you are unemployed or working less than full time and are ready, willing, and able to work, you may be eligible to receive Unemployment Insurance (UI) benefits. There are three ways to file a claim: Internet File online with eApply4UI—the fast, easy way to file a UI claim! Access eApply4UI at https://eapply4ui.edd.ca.gov/. Telephone File by contacting a customer service representative at one of the toll-free numbers listed below: English 1-800-300-5616 Spanish 1-800-326-8937 Cantonese 1-800-547-3506 Vietnamese 1-800-547-2058 Mandarin 1-866-303-0706 TTY (non voice) 1-800-815-9387 Mail or Fax File by mailing or faxing UI Application, DE 1101I, by accessing the paper application online at www.edd.ca.gov/unemploymentÊThe paper application can be filled out online and printed, or printed and completed by hand. Then the application can be mailed or faxed to an EDD office for processing. Note:Ê File promptly. If you delay in filing, you may lose benefits to which you would otherwise be entitled. Supplemental Job Displacement Benefit: A nontransferable voucher payable for education-related retraining or skill enhancement, or both, including payment of tuition, fees, books, computer equipment and other expenses required by the school for retraining or skill enhancement; purchase of tools required by a training or education program in which the employee is enrolled. For injuries occurring on or after 1/1/04, but before 1/1/13, you may be eligible for this benefit if your injury results in a permanent disability that prevents you from returning to work within 60 days after your TD ends, and your employer does not offer you modified or alternative work. For injuries occuring on or after 1/1/13, you maybe eligible for this benefit if your injury results in a permanent disability that prevents you from returning to work within 60 days of your employer receiving a report from either your primary treating physician, an agreed medical evaluator or a qualified medical evaluator finding all of your conditions permanent and stationary, and your employer does not offer you regular, modified or alternative work. Return to Work Fund: Supplemental payments to workers whose permanent disability benefits are disproportionately low in comparison to their earning loss. Eligibility to be determined by the Department of Industrial Relations. For more information please contact the Department of Industrial Relations, www.dir.ca.gov. (11/12) For more information about your workers’ compensation coverage, the Workers’ Compensation Insurance Rating Bureau of California (WCIRB), has provided this website: www.caworkcompcoverage.com. This notice has been approved by the Administrative Director of the Division of Workers’ Compensation. : Note: If contacting us to file a claim, you must contact us by Friday to receive credit for the week. If calling, Mondays are our busiest days. For faster service, call Tuesday through Thursday. Amends General Minimum Wage Order and IWC Industry and Occupation Orders The Division of Labor Standards Enforcement believes that the sample posting below meets the requirements of Labor Code Section 1102.8(a). This document must be printed to 8.5 x 11 inch paper with margins no larger than one-half inch in order to conform to the statutory requirement that the lettering be larger than size 14 point type. It is the public policy of the State of California to encourage employees to notify an appropriate government or law enforcement agency when they have reason to believe their employer is violating a state or federal statute, or violating or not complying with a state or federal rule or regulation. Who is protected? Pursuant to California Labor Code Section 1102.5, employees are the protected class of individuals. “Employee” means any person employed by an employer, private or public, including, but not limited to, individuals employed by the state or any subdivision thereof, any county, city, city and county, including any charter city or county, and any school district, community college district, municipal or public corporation, political subdivision, or the University of California. (California Labor Code Section 1106 ) What is a whistleblower? A “whistleblower” is an employee who discloses information to a government or law enforcement agency where the employee has reasonable cause to believe that the information discloses: 1. A violation of a state or federal statute, 2. A violation or noncompliance with a state or federal rule or regulation or 3. With reference to employee safety or health, unsafe working conditions or work practices in the employee’s employment or place of employment. What protections are afforded to whistleblowers? 1. An employer may not make, adopt, or enforce any rule, regulation, or policy preventing an employee from being a whistleblower. 2. An employer may not retaliate against an employee who is a whistleblower. 3. An employer may not retaliate against an employee for refusing to participate in an activity that would result in a violation of a state or federal statute, or a violation or noncompliance with a state or federal rule or regulation. 4. An employer may not retaliate against an employee for having exercised his or her rights as a whistleblower in any former employment. Under California Labor Code Section 98.6, if an employer retaliates against a whistleblower, the employer may be required to reinstate the employee‘s employment and work benefits, pay lost wages, and take other steps necessary to comply with the law. How to report improper acts If you have information regarding possible violations of state or federal statutes, rules, or regulations, or violations of fiduciary responsibilities by a corporation or limited liability company to its shareholders, investors, or employees, call the California State Attorney General’s Whistleblower Hotline at 1-800-952-5225. The Attorney General will refer your call to the appropriate government authority for review and possible investigation. WHAT AN EMPLOYER MUST DO: All employers must provide work and workplaces that are safe and healthful. In other words, as an employer, you must follow state laws governing job safety and health. Failure to do so can result in a threat to the life or health of workers, and substantial monetary penalties. You must display this poster so everyone on the job can be aware of basic rights and responsibilities. You must have a written and effective injury and illness prevention program for your employees to follow. You must be aware of hazards your employees face on the job and keep records showing that each employee has been trained in the hazards unique to each job assignment. You must correct any hazardous condition that you know may result in serious injury to employees. Failure to do so could result in criminal charges, monetary penalties, and even incarceration. You must notify the nearest Cal/OSHA office of any serious injury or fatality occurring on the job. Be sure to do this immediately after calling for emergency help to assist the injured employee. Failure to report a serious injury or fatality within 8 hours can result in a minimum civil penalty of $5,000. WHAT AN EMPLOYER MUST NEVER DO: Never permit an employee to do work that violates Cal/OSHA law. Never permit an employee to be exposed to harmful substances without providing adequate protection. Never allow an untrained employee to perform hazardous work. EMPLOYEES HAVE CERTAIN RIGHTS IN WORKPLACE SAFETY & HEALTH: As an employee, you (or someone acting for you) have the right to file a complaint and request an inspection of your workplace if conditions there are unsafe or unhealthful. This is done by contacting the local district office of the Division of Occupational Safety and Health (see list of offices). Your name is not revealed by Cal/OSHA, unless you request otherwise. You also have the right to bring unsafe or unhealthful conditions to the attention of the Cal/OSHA investigator making an inspection of your workplace. Upon request, Cal/OSHA will withhold the names of employees who submit or make statements during an inspection or investigation. Any employee has the right to refuse to perform work that would violate a Cal/OSHA or any occupational safety or health standard or order where such violation would create a real and apparent hazard to the employee or other employees. You may not be fired or punished in any way for filing a complaint about unsafe or unhealthful working conditions, or using any other right given to you by Cal/OSHA law. If you feel that you have been fired or punished for exercising your rights, you may file a complaint about this type of discrimination by contacting the nearest office of the Department of Industrial Relations, Division of Labor Standards Enforcement (State Labor Commissioner) or the San Francisco office of the U.S. Department of Labor, Occupational Safety and Health Administration. (Employees of state or local government agencies may only file these complaints with the State Labor Commissioner.) Consult your local telephone directory for the office nearest you. EMPLOYEES ALSO HAVE RESPONSIBILITIES: To keep the workplace and your coworkers safe, you should tell your employer about any hazard that could result in an injury or illness to people on the job. While working, you must always obey state job safety and health laws. SPECIAL RULES APPLY IN WORK AROUND HAZARDOUS SUBSTANCES: Employers who use any substance listed as a hazardous substance in Section 339 of Title 8 of the California Code of Regulations, or subject to the Federal Hazard Communications Standard (29 CFR 1910.1200), must provide employees with information on the contents on Material Safety Data Sheets (MSDS), or equivalent information about the substance that trains employees to use the substance safely. Employers shall make available on a timely and reasonable basis a Material Safety Data Sheet on each hazardous substance in the workplace upon request of an employee, an employee collective bargaining representative, or an employee’s physician. Employees have the right to see and copy their medical records and records of exposure to potentially toxic materials or harmful physical agents. Employers must allow access by employees or their representatives to accurate records of employee exposures to potentially toxic materials or harmful physical agents, and notify employees of any exposures in concentration or levels exceeding the exposure limits allowed by Cal/OSHA standards. Any employee has the right to observe monitoring or measuring of employee exposure to hazards conducted pursuant to Cal/OSHA regulations. WHEN CAL/OSHA COMES TO THE WORKPLACE: A trained Cal/OSHA safety engineer or industrial hygienist may periodically visit the workplace to make sure your company is obeying job safety and health laws. An inspection will also be conducted when a legitimate complaint is filed by an employee with the Division of Occupational Safety and Health. Cal/OSHA also goes to the workplace to investigate a serious injury or fatality. When an inspection begins, the Cal/OSHA investigator will show official identification from the Division of Occupational Safety and Health. The employer, or someone the employer chooses, will be given an opportunity to accompany the investigator during the inspection. A representative of the employees will be given the same opportunity. Where there is no authorized employee representative, the investigator will talk to a reasonable number of employees about safety and health conditions at the workplace. VIOLATIONS, CITATIONS & PENALTIES: If the investigation shows that the employer has violated a safety and health standard or order, then the Division of Occupational Safety and Health issues a citation. Each citation specifies a date by which the violation must be abated. A notice, which carries no monetary penalty, may be issued in lieu of a citation for certain non-serious violations. Citations carry penalties of up to $7,000 for each regulatory or general violation and up to $25,000 for each serious violation. Additional penalties of up to $7,000 per day for regulatory or general violations and up to $15,000 per day for serious violations may be proposed for each failure to correct a violation by the abatement date shown on the citation. A penalty of not less than $5,000 nor more than $70,000 may be assessed an employer who willfully violates any occupational safety and health standard or order. The maximum civil penalty that can be assessed for each repeat violation is $70,000. A willful violation that causes death or permanent impairment of the body of any employee results,upon conviction, in a fine of not more than $250,000, or imprisonment up to three years, or both and if the employer is a corporation or limited liability company the fine may not exceed $1.5 million. The law provides that employers may appeal citations within 15 working days of receipt to the Occupational Safety and Health Appeals Board. An employer who receives a citation, Order to Take Special Action, or Special Order must post it prominently at or near the place of the violation for three working days, or until the unsafe condition is corrected, whichever is longer, to warn employees of danger that may exist there. Any employee may protest the time allowed for correction of the violation to the Division of Occupational Safety and Health or the Occupational Safety and Health Appeals Board. 1-866-875-6044 COMPLIANCE4LESS, LLC ARIZONA AZ-ST Rev. 09/06/13 Copyright © 2013 ELITE BUSINESS VENTURES, INC. To Order Any Additional Required Postings Or For More Information, Please Call… POSTER LEGEND State Required are outlined in Blue Recommended are outlined in Gray No Smoking Emergency Phone Numbers FOR Please Give Exact Address of This Worksite Location PHYSICIANS: HOSPITALS: AMBULANCE: 911 or FIRE DEPARTMENT: 911 or POLICE: 911 or Payday Notice Constructive Discharge Work Exposure To Bodily Fluids WorkersÕ Compensation Safety And Health Protection On The Job Unemployment Insurance Work Exposure Minimum Wage Act 1-888-306-7377 Arizona Law Prohibits REGULAR PAYDAYS FOR EMPLOYEES OF: Shall Be As Follows Pay checks will be distributed at STATE OF ARIZONA • DIVISION OF LABOR (Firm Name) REBMUNYCILOP REYOLPMEYBDETSOPEBOT Industrial Commission web site: www.ica.state.az.us Note: Persons wishing to register a complaint alleging inadequacy in the administration of the Arizona Occupational Safety and Health plan may do so at the following address: U.S. Department of Labor - OSHA 230 N. 1st Ave., Suite 202 Phoenix, AZ 85003 Telephone: 602-514-7250 Revised 10/11 Tucson: 2675 East Broadway Tucson, AZ. 85716 520-628-5478 Phoenix: 800 West Washington Phoenix, AZ. 85007 602-542-5795 NOTICE TO EMPLOYEES RE: ARIZONA WORKERSÕ COMPENSATION LAW All employees are hereby notified that this employer has complied with the provisions of the Arizona WorkersÕ Compensation Law (Title 23, Chapter 6, Arizona Revised Statutes) as amended, and all the rules and regulations of The Industrial Commission of Arizona made in pursuance thereof, and has secured the payment of compensation to employees by insuring the payment of such compensation with: All employees are hereby further notified that in the event they do not specifically reject the provisions of the said compulsory law, they are deemed by the laws of Arizona to have accepted the provisions of said law and to have elected to accept compensation under the terms thereof; and that under the terms thereof employees have the right to reject the same by written notice thereof prior to any injury sustained, and that the blanks and forms for such notice are available to all employees at the office of this employer. KEEP POSTED IN A CONSPICOUS PLACE. NOTICE TO ALL EMPLOYEES (regarding Constructive Discharge) An Employee is encouraged to communicate to the employer whenever the employee believes working conditions may become intolerable to the employee and may cause the employee to resign. Under section 23-1502, Arizona Revised Statutes, an employee may be required to notify an appropriate representative of the employer in writing that a working condition exists that the employee believes is intolerable, that will compel the employee to resign or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a claim against the employer alleging that the working condition forced the employee to resign. Under the law, an employee may be required to wait for fifteen calendar days after providing written notice before the employee may resign if the employee desires to preserve the right to bring a constructive discharge claim against the employer. An employee may be entitled to paid or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to respond to the employee's written communication about the employee's working condition. Notice Requirements from A.R.S. Section 23-1502LAZ08 EMPLOYEE SAFETYAND HEALTH PROTECTION The Arizona Occupational Safety and Health Act of 1972 (Act), provides safety and health protection for employees in Arizona. The Act requires each employer to furnish his employees with a place of employment free from recognized hazards that might cause serious injury or death. The Act further requires that employers and employees comply with all workplace safety and health standards, rules and regulations promulgated by the Industrial Commission. The Arizona Division of Occupational Safety and Health (ADOSH), a division of the Industrial Commission of Arizona, administers and enforces the requirements of the Act. As an employee, you have the following rights: • You have the right to notify your employer or ADOSH about workplace hazards. You may ask ADOSH to keep your name confidential. • You have the right to request that ADOSH conduct an inspection if you believe there are unsafe and/or unhealthful conditions in your workplace. You or your representative may participate in the inspection. • If you believe you have been discriminated against for making safety and health complaints, or for exercising your rights under the Act, you have a right to file a complaint with ADOSH within 30 days of the discriminatory action. You are also afforded protection from discrimination under the Federal Occupational Safety and Health Act and may file a complaint with the U.S. Secretary of Labor within 30 days of the discriminatory action. • You have the right to see any citations that have been issued to your employer. Your employer must post the citations at or near the location of the alleged violation. • You have the right to protest the time frame given for correction of any violation. • You have the right to obtain copies of your medical records or records of your exposure to toxic and harmful substances or conditions. • Your employer must post this notice in your workplace. The Industrial Commission and ADOSH do not cover employers of household domestic labor, those in maritime activities (covered by OSHA), those in atomic energy activities (covered by the Atomic Energy Commission) and those in mining activities (covered by the Arizona Mine InspectorÕs office). To file a complaint, report an emergency or seek advice and assistance from ADOSH, contact the nearest ADOSH office: Toll Free: 855-268-5251 Toll Free: 855-268-5251 ARIZONAÊMINIMUMÊWAGEÊACT EffectiveÊJanuaryÊ1,Ê2013 $7.80ÊperÊhour EXEMPTIONS: The Arizona Minimum Wage Act does not apply to the following: any person who is employed by a parent or a sibling; any person who is employed performing babysitting services in the employer’s home on a casual basis; any person employed by the State of Arizona or the United States government; and any person employed in a small business grossing less than $500,000 in annual revenue, if that small business is not covered by the Federal Fair Labor Standards Act. TIPS: For any employee who customarily and regularly receives tips or gratuities, an employer may pay a wage up to $3.00 per hour less than the minimum wage if the employer can establish by its records that for each week, when adding tips received to wages paid, the employee received not less than the minimum wage for all hours worked. Certain other conditions must be met. RETALIATION An employer is prohibited from taking any action against any person in retaliation for asserting a right(s) or assisting any person in doing so, or PROHIBITED: informing any person of rights under the Arizona Minimum Wage Act. ENFORCEMENT: Any person or organization may file a complaint with the Industrial Commission’s Labor Department alleging that an employer has violated the Arizona Minimum Wage Act. Certain time limits apply. A civil action may also be filed as provided in the Act. Violations of the Minimum Wage Act may result in significant penalties. INFORMATION: For additional information regarding the Arizona Minimum Wage Act you may refer to the Industrial Commission’s web site at www.ica.state.az.us or you may contact the Industrial Commission’s Labor Department at 800 W. Washington, Phoenix, Arizona 85007-2022 or by telephone at (602) 542-4515. THIS POSTER MUST BE CONSPICUOUSLY POSTED IN A PLACE THAT IS ACCESSIBLE TO EMPLOYEES Weekly Bi-Weekly Semi-Monthly Monthly WORK EXPOSURE TO METHICILLIN-RESISTANT STAPHYLOCOCCUS AUREUS (MRSA), SPINAL MENINGITIS, OR TUBERCULOSIS (TB) Notice to Employees Employees are notified that a claim may be made for a condition, infection, disease or disability involving or related to MRSA, spinal meningitis, or TB within the provisions of the Arizona Workers’ Compensation Law. (A.R.S. § 23-1043.04) Such a claim shall include the occurrence of a significant exposure at work, which is defined to mean an exposure in the course of employment to aerosolized MRSA, spinal meningitis or TB bacteria. Significant exposure also includes exposure in the course of employment to MRSA through bodily fluids or skin. Certain classes of employees (as defined below) may more easily establish a claim related to MRSA, spinal meningitis or TB by meeting the following requirements: 1. The employee’s regular course of employment involves handling or exposure to MRSA, spinal meningitis or TB. For purposes of establishing a claim under this section, “employee” is limited to firefighters, law enforcement officers, correction officers, probation officers, emergency medical technicians and paramedics who are not employed by a health care institution; 2. No later than thirty (30) calendar days after a possible significant exposure, the employee reports in writing to the employer the details of the exposure; 3. A diagnosis is made within the following time-frames: a. For a claim involving MRSA, the employee must be diagnosed with MRSA within fifteen (15) days after the employee reports pursuant to Item No. 2 above; b. For a claim involving spinal meningitis, the employee must be diagnosed with spinal meningitis within two (2) to eighteen (18) days of the possible significant exposure; and c. For a claim involving TB, the employee is diagnosed with TB within twelve (12) weeks of the possible significant exposure. Expenses for post-exposure evaluation and follow-up, including reasonably required prophylactic treatment for MRSA, spinal meningitis, and TB is considered a medical benefit under the Arizona Workers’ Compensation Act for any significant exposure that arises out of and in the course of employment if the employee files a claim for the significant exposure or the employee reports in writing the details of the exposure. Providing post-exposure evaluation and follow-up, including prophylactic treatment, does not, however, constitute acceptance of a claim for a condition, infection, disease or disability involving or related to a significant exposure. Employers must post this notice in a conspicuous place next to the Workers’ Compensation Notice to Employees. REV. 7/11 WORK EXPOSURE TO BODILY FLUIDS NOTICE TO EMPLOYEES Re: Human Immunodeficiency Virus (HIV), Acquired Immune Deficiency Syndrome (AIDS) & Hepatitis C Employees are notified that a claim may be made for a condition, infection, disease, or disability involving or related to the Human Immunodeficiency Virus (HIV), Acquired Immune Deficiency Syndrome (AIDS), or Hepatitis C within the provisions of the Arizona Workers’ Compensation Law, and the rules of The Industrial Commission of Arizona. Such a claim shall include the occurrence of a significant exposure at work, which generally means contact of an employee’s ruptured or broken skin or mucous membrane with a person’s blood, semen, vaginal fluid, surgical fluid(s) or any other fluid(s) containing blood. AN EMPLOYEE MUST CONSULT A PHYSICIAN TO SUPPORT A CLAIM. Claims cannot arise from sexual activity or illegal drug use. Certain classes of employees may more easily establish a claim related to HIV, AIDS, or Hepatitis C if they meet the following requirements: 1. The employee’s regular course of employment involves handling or exposure to blood, semen, vaginal fluid, surgical fluid(s) or any other fluid(s) containing blood. Included in this category are health care providers, forensic laboratory workers, fire fighters, law enforcement officers, emergency medical technicians, paramedics and correctional officers. 2. NO LATER THAN TEN (10) CALENDAR DAYS after a possible significant exposure which arises out of and in the course of employment, the employee reports in writing to the employer the details of the exposure as provided by Commission rules. Reporting forms are available at the office of this employer or from the Industrial Commission of Arizona, 800 W. Washington, Phoenix, Arizona 85007, (602) 542-4661 or 2675 E. Broadway, Tucson, Arizona 85716, (520) 628-5181. If an employee chooses not to complete the reporting form, that employee may be at risk of losing a prima facie claim. 3. NO LATER THAN TEN (10) CALENDAR DAYS after the possible significant exposure the employee has blood drawn, and NO LATER THAN THIRTY (30) CALENDAR DAYS the blood is tested for HIV OR HEPATITIS C by antibody testing and the test results are negative. 4. NO LATER THAN EIGHTEEN (18) MONTHS after the date of the possible significant exposure at work, the employee is retested and the results of the test are HIV positive or the employee has been diagnosed as positive for the presence of HIV, or NO LATER THAN SEVEN (7) MONTHS after the date of the possible significant exposure at work, the employee is retested and the results of the test are positive for the presence of Hepatitis C or the employee has been diagnosed as positive for the presence of Hepatitis C. KEEP POSTED IN CONSPICUOUS PLACE NEXT TO WORKERS' COMPENSATION NOTICE TO EMPLOYEES THIS NOTICE IS APPROVED BY THE INDUSTRIAL COMMISSION OF ARIZONA FOR CARRIER USE ICA FORM 04-615-01 NOTICE TO EMPLOYEES YOU ARE COVERED BY UNEMPLOYMENT INSURANCE For an explanation of what this insurance means to you, ask your employer for the pamphlet A Guide to Arizona Unemployment Insurance Benefits (PAU-007-M). You may obtain additional information from the Unemployment Insurance office by calling (602) 364-2722 in the Phoenix area, (520) 791-2722 in the Tucson area, or toll free at 1-877-600-2722. IF YOU BECOME UNEMPLOYED, YOU MAY BE ELIGIBLE FOR UNEMPLOYMENT BENEFITS IF YOU: • Were separated from your last job for a non-disqualifying reason • Open or reopen a claim by calling one of the phone numbers listed above • Meet the wage requirements established by law • Register for work at the nearest DES Employment Service office • Actively seek work and remain available and able to accept suitable employment • Meet all other eligibility requirements You may receive partial unemployment insurance payments if your hours and wages are reduced. POSTING REQUIRED BY ARS § 23-772.C P.O. BOX 6123 PHOENIX, ARIZONA 85005-6123 Equal Opportunity Employer/Program Under Titles VI and VII of the Civil Rights Act of 1964 (Title VI & VII), and the Americans with Disabilities Act of 1990 (ADA), Section 504 of the Rehabilitation Act of 1973, and the Age Discrimination Act of 1975, the Department prohibits discrimination in admissions, programs, services, activities, or employment based on race, color, religion, sex, national origin, age, and disability. The Department must make a reasonable accommodation to allow a person with a disability to take part in a program, service or activity. For example, this means if necessary, the Department must provide sign language interpreters for people who are deaf, a wheelchair accessible location, or enlarged print materials. It also means that the Department will take any other reasonable action that allows you to take part in and understand a program or activity, including making reasonable changes to an activity. If you believe that you will not be able to understand or take part in a program or activity because of your disability, please let us know of your disability needs in advance if at all possible. To request this document in alternative format or for further information about this policy,contact the UI Tax office. TTY/TDD Services: 7-1-1. POU-003 (11-08) UTAH DEPARTMENT OF WORKFORCE SERVICES UNEMPLOYMENT INSURANCE NOTICE TO WORKERS Your work is covered under the provisions of the Utah Employment Security Act for unemployment insurance purposes, unless specifically exempted by the Act. Unemployment insurance specifically provides payments to qualified workers who are unemployed through no fault of their own and are able, available, and seeking full-time work. It is not public assistance, Social Security, or a disability payment. Benefits are based upon your previous earnings—not on economic need. The funds to pay unemployment benefits are paid by your employer. No deductions are made from your wages. FILING FOR UNEMPLOYMENT INSURANCE BENEFITS To receive unemployment benefits you may file your claim online at jobs.utah.gov, select “Unemployment Benefits,” then choose “File New or Reopen Claims.” You may also call the Claims Center at: Salt Lake/South Davis Counties – (801) 526-4400; Weber/North Davis Counties – (801) 612-0877; Utah County – (801) 375-4067; elsewhere in Utah and out-of-state – (888) 848-0688. No benefits will be paid for weeks prior to the week in which you file your claim. You should, therefore, file immediately after becoming unemployed or when your work hours are reduced to less than full-time. FILING AFTER RECEIVING WORKER’S COMPENSATION BENEFITS If you are separated from employment due to a work-related illness or injury for which you have received Worker’s Compensation, your rights to unemployment benefits may be preserved for up to THREE YEARS from the date of your injury. In order to use wages earned prior to such an injury or illness, you must file a claim for unemployment benefits within 90 DAYS of your doctor’s release to full time work. SEPARATION INFORMATION At the time you are separated from your job, you should request information as to the reasons for your separation. You do not need to have a separation notice to file a claim. Both you and your employer will be requested to provide statements explaining the reason for your separation. WAGES DETERMINE BENEFIT AMOUNT The amount of your unemployment benefits will be determined from your wages in covered employment. “Wages” are all payments for personal services performed such as salaries, commissions, bonuses, tips, and the cash value of goods and services received for services performed. Tips received but not reported to your employer generally cannot be used to determine your unemployment benefits. SELF-EMPLOYMENT If you are classified as “self-employed” (independent contractor), you may want to discuss this with your employer and have your status reviewed by DWS. Work performed in “self employment” cannot be used for unemployment benefits. You are “self-employed” if your work is performed without direction and control and you are in your own established business. This generally means you are properly licensed in business, perform similar services for others, maintain proper accounting records and business reports, pay self-employment taxes, and provide for insurance. ONLINE SERVICES Access our web site jobs.utah.gov to search for jobs, find out about available programs, and obtain economic information. NO FEE EMPLOYMENT SERVICES DWS services are available on our web site at jobs.utah.gov/employer or by going to any of our Employment Centers listed below. Employment services include job referrals, career counseling, workshops, employer recruitment, Veterans’ services, labor market information, and job training/internships. Supportive services include food stamps, financial assistance, medical assistance, childcare assistance, unemployment assistance, emergency assistance, referrals to community, and other resources. Our Job Connection Rooms provide Internet access along with Information Specialists to assist you in accessing services and resources. Fax and copy machines are also available. 09-22E-0312 jobs.utah.gov STATE EMPLOYMENT CENTERS INFORMATION FOR EMPLOYERS Utah law requires that each employee’s wages must be reported each quarter with the regular quarterly contribution (tax) report. All wage and separation information and correspondence must include your unemployment insurance registration number. You must also maintain and make available records of wages and separation information on all workers for at least four (4) calendar years. When an unemployment claim is filed by a former employee, the Department of Workforce Services will send Form 606 “Notice of Claim Filed.” This notice will provide an opportunity for you to report details of the reason for the claimant’s separation and, in some cases, to request relief of potential charges. You will also receive a Form 65 “Employer Notice of Potential Liability” showing any wages from your firm being used on the claim and your firm’s potential benefit costs. If you have classified or contemplate classifying any of your workers as “self-employed” (independent contractors), notify the Department in order that a proper determination of status can be made. By doing this, you may avoid unpaid contributions (tax) liabilities, interest, and penalties. Additional information is available in the “Employer Handbook” which you can access on the Internet at jobs.utah.gov/employer. In accordance with Section 35A-4-406(1)(b) of the Utah Employment Security Act, this notice must be permanently posted by each employer at suitable points (on bulletin boards, near time clocks, etc.) in each work place and establishment. Equal Opportunity Employer/Program Auxiliary aids and services are available upon request to individuals with disabilities by calling (801) 526-9240. Individuals with speech and/or hearing impairments may call Relay Utah by dialing 711. Spanish Relay Utah: 1-888-346-3162 UTAH 1-888-306-7377 UT-ST Rev. 08/05/13 Copyright © 2013 ELITE BUSINESS VENTURES, INC. PHYSICIANS: HOSPITALS: AMBULANCE: 911 or FIRE DEPARTMENT: 911 or POLICE: 911 or Regular Pay Days for Employees of Shall be as follows: Weekly Bi-Weekly Semi-Monthly Monthly Pay Checks will be distributed at By Title NOTICE THAT Employer:________________________________________________________________________ has complied with the provisions of the Workers’ Compensation Act, Title §34A-2-101, Utah Code Annotated, 1997 (as amended), and the rules of the Labor Commission, and has insured the liability to pay the compensation and other benefits provided by said Act by insuring with: Insurance Carrier:______________________________________________________ Policy Number: ___________________________________________________________ Address for the above insurance carrier is______________________________________ Telephone number is ______________________________________________________________ WORKERS’ COMPENSATION IS INSURANCE WHICH PROTECTS YOU DURING WORK. IF YOU HAVE AN ON-THE-JOB INJURY OR OCCUPATIONAL DISEASE, IT WILL PAY FOR: HOSPITAL AND MEDICAL BILLS * TIME LOST FROM WORK * PERMANENT LOSS OF BODY FUNCTION * PROSTHETIC DEVICES * BURIAL BENEFITS IN DEATH CASES. HOW TO REPORT AN ACCIDENT 1. Report the injury - no matter how slight - to your boss immediately. (You may lose your rights if your injury is not reported within 180 days of injury or work related illness.) 2. Ask your employer to fill out the employer’s first report of injury form. A copy of this report is to be given to you and copies are to be sent to the Labor Commission and to the insurance company within seven (7) days of the accident. 3. If your employer has a first-aid room or company designated doctor, go there promptly for treatment. If not, go to a doctor of your choice. 4. Tell the doctor HOW, WHEN and WHERE the accident happened. The doctor will fill out a medical report form. Copies of the report are to be sent within seven (7) days of your visit to (1) the insurance company, (2) the Labor Commission and (3) you, the employee. HOW TO START COMPENSATION 1. Ask your employer which insurance company pays workers’ compensation for your company. 2. Ask your doctor to send a medical report to that insurance company. 3. Ask your employer to send a report of the accident to that insurance company. 4. Call the insurance company and ask them to start your workers’ compensation benefits. The insurance company will require the doctor’s report, employer’s report, and may ask you to fill out a request for compensation. REHABILITATION IF YOU CANNOT RETURN TO WORK, YOU MAY BE ELIGIBLE FOR A REHABILITATION PROGRAM – CALL YOUR INSURANCE CARRIER AS LISTED ABOVE. STATE OF UTAH • LABOR COMMISSION 160 EAST 300 SOUTH, PO BOX 146610, SALT LAKE CITY, UT 84114-6610 (801)530-6800 – (800)530-5090 If you want an EmployeeÕs Guide to WorkersÕ Compensation or have questions, call the Labor Commission at the above listed numbers. NOTE: This notice must be posted and kept continuously in a public and conspicuous place in the office, shop or place of business of the employer as per ¤34A-2-204, Utah Code Annotated, 1997. FRAUD ÒFor your protection, Utah Law requires the following to appear on this form, any person who knowingly presents false or fraudulent underwriting information, files or causes to be filed a false or fraudulent claim for disability compensation or medical benefits, or submits a false or fraudulent report or billing for health care fees or other professional services is guilty of a crime and may be subject to fines and confinement in state prison.Ó Workplace Safety and Health in the State of Utah The Utah Occupational Safety and Health Act of 1973 requires Utah employers to provide a safe and healthful workplace, free from recognized hazards that are likely to cause death or serious physical harm to employees. The Utah Occupational Safety and Health Division (Utah OSHA) of the Utah Labor Commission, has the primary responsibility for administering the UOSH Act. You have the obligation to comply with all workplace safety and health rules established by your employer. You have the right to notify your employer or Utah OSHA about workplace hazards. You may ask to keep your name confidential. You have the right to request a Utah OSHA inspection if you believe that there are unsafe or unhealthful conditions in your workplace. You can file a complaint with Utah OSHA if you feel that your employer has retaliated against you for making safety or health complaints, or for exercising your rights under the UOSH Act. Such whistleblower complaints must be filed within 30 days. You have a right to see all Utah OSHA citations issued to your employer. Your employer must post the citations at or near the place of the alleged violation. You may request an informal review of the abatement period granted to the employer. You have the right to know your employer is obligated to correct workplace hazards by the date indicated on the citation and must certify that these hazards have been reduced or eliminated. You have the right to copies of your medical records or records of your exposure to toxic and harmful substances or conditions. UTAH EMPLOYERS ARE REQUIRED TO PROVIDE EMPLOYEES A SAFE AND HEALTHFUL WORKPLACE REPORTING REQUIREMENTS Employers are required to notify Utah OSHA at (801) 530-6901 within 8 hours of occurrence of all fatalities, disabling, significant, and serious injuries or illnesses to workers. You can call in your report 24 hours a day, 7 days a week. Tools, equipment, materials, or other evidence that might pertain to the cause of such accidents shall not be removed or destroyed until authorized by Utah OSHA. You are also required to investigate all incidents of worker injuries and occupational illnesses. REPORTING GUIDANCE “Disabling and serious” includes, but is not limited to any injury or illness resulting in immediate admittance to the hospital, permanent or temporary impairment where part of the body is made functionally useless or is substantially reduced in efficiency and which would require treatment by a medical doctor, such as amputation, fracture, deep cuts, severe burns, electric shock, sight impairment, loss of consciousness, and concussions; illnesses that could shorten life or significantly reduce physical or mental efficiency inhibiting the normal function of a part of the body, such as cancer, silicosis, asbestosis, hearing impairment and visual impairment. INSPECTIONS, CITATIONS, ASSESSED PENALTIES Utah OSHA may enter at reasonable times without delay any work place under its jurisdiction to conduct an inspection, investigation, or interview a reasonable number of employees to determine compliance with the Utah Act, rules and standards. Citations may be issued if an employer is in violation of any of those rules or standards. A serious violation may be assessed a proposed penalty of up to $7,000. Willful or Repeated violations may be assessed a proposed penalty up to $70,000. Failure to correct or abate a violation may result in additional penalties not to exceed $7,000 for each day each violation is not corrected. CONTESTS, APPEALS, INFORMAL REVIEW The Utah Labor Commission will provide an adjudicative formal hearing with its Division of Adjudication, when an employer files a written notice of contest within 30 days of receipt of the citation. Upon expiration of that 30 day period, the citation and proposed penalties are final and not subject to review by any court or agency. Employers may also request an informal review of any citation, proposed penalty or abatement period. Informal reviews do not extend the 30 days in which an employer must file a written notice of contest for a formal hearing. State of Utah Labor Commission Utah Occupational Safety and Health 160 East 300 South, 3rd Floor PO Box 146650 Salt Lake City, Utah 84114-6650 (801) 530-6901 Fax (801) 530-7606 Toll-Free 1-800-530-5090 www.uosh.utah.gov Reporting Injuries (801) 530-6901 Compliance Program (801) 530-6901 Consultation Program (801) 530-6855 Rev. 08.20.12 THIS NOTICE MUST BE POSTED IN THE WORKPLACE NOTICE TO EMPLOYEES NOTICE TO EMPLOYERS To report a workplace fatality or injury, file a workplace safety complaint, or for assistance please call (801) 530-6901 or 1-800-530-5090 To file a safety complaint online or obtain more information about Utah OSHA programs please visit our website www.uosh.utah.gov To obtain more information about safety and health in the workplace, please contact the Consultation Program at (801) 530-6855 “Working together we can make the beautiful State of Utah a safer place to work, elevating our safety and health culture to a higher level of excellence” Beaver.................................. 875 North Main................................ (435) 438-3580 Blanding............................... 544 North 100 East.......................... (435) 678-1400 Brigham City......................... 1050 Medical Drive.......................... (435) 734-4060 Cedar City............................. 176 East 200 North.......................... (435) 865-6530 Clearfield.............................. 1290 East 1450 South...................... (855) 222-7531 Delta.................................... 44 South 350 East............................ (435) 864-3860 Emery County....................... 550 West Hwy 29............................. (435) 381-6100 Heber City............................. 69 North 600 West, Ste. C................. (435) 654-6520 Junction............................... 550 North Main................................ (435) 577-2443 Kanab.................................. 468 East 300 South.......................... (435) 644-8910 Lehi..................................... 557 W. State Street........................... (801) 753-4500 Loa...................................... 18 South Main.................................. (435) 836-2406 Logan................................... 180 North 100 West......................... (435) 792-0300 Manti................................... 55 South Main #3............................. (435) 835-0720 Midvale ............................... 7292 South State St.......................... (801) 567-3800 Moab................................... 457 Kane Creek Blvd........................ (435) 719-2600 Nephi.................................... 625 North Main................................ (435) 623-1927 Ogden ................................. 480 27th Street................................ (801) 626-3100 Panguitch............................ 665 North Main................................ (435) 676-1410 Park City............................... 1960 Sidewinder Dr., Ste. 202........... (435) 649-8451 Price..................................... 475 West Price River Dr. #300........... (435) 636-2300 Provo.................................... 1550 North 200 West....................... (801) 342-2600 Richfield............................... 115 East 100 South.......................... (435) 893-0000 Roosevelt.............................. 140 West 425 South 330-13............. (435) 722-6500 Roy....................................... 1951 West 5400 South..................... (801) 626-3100 Salt Lake Metro.................... 720 South 200 East.......................... (801) 536-7000 Salt Lake So County.............. 5735 South Redwood Rd................... (801) 269-4700 South Davis.......................... 763 West 700 South W. Cross........... (801) 626-3100 Spanish Fork........................ 1185 North Chappel Drive................. (801) 794-6600 St. George............................ 162 North 400 East Bldg. B............... (435) 674-5627 Tooele................................... 305 North Main, Ste. 100.................. (435) 833-7310 Vernal................................... 1050 West Market Dr........................ (435) 781-4100 West Valley...........................2750 South 5600 West Ste. A................(801) 840-4400 NV-ST Rev. 08/31/13 Copyright© 2013 ELITE BUSINESSVENTURES,INC. NEVADA or via Email at [email protected] BrianSandoval Governor BruceBreslow Director ThoranTowler LaborCommissioner BrianSandoval Governor BruceBreslow Director ThoranTowler LaborCommissioner POSTEDAPRIL 1,2013 OFFICEOF THELABORCOMMISSIONER●555E. WASHINGTONAVENUE, SUITE 4100 LASVEGAS,NEVADA89101●PHONE(702)486-2650●FAX(702) 486-2660 OFFICE OFLABORCOMMISSIONER ● 675FAIRVIEW DRIVE, SUITE226 CARSONCITY, NEVADA89701 ●PHONE(775) 687-4850●FAX (775) 687-6409 OFFICEOF THELABORCOMMISSIONER ● 555E. WASHINGTON AVENUE, SUITE 4100 LASVEGAS,NEVADA89101●PHONE(702)486-2650●FAX(702) 486-2660 OFFICEOFLABORCOMMISSIONER ● 675FAIRVIEW DRIVE, SUITE 226 CARSONCITY,NEVADA89701●PHONE(775)687-4850●FAX(775) 687-6409 http://www.LaborCommissioner.com http://www.LaborCommissioner.com STATE OFNEVADA MINIMUM WAGE 2013ANNUALBULLETIN BRIAN SANDOVAL BRUCEBRESLOW THORAN TOWLER PURSUANT TOARTICLE 15, SECTION 16(A) OFTHE CONSTITUTIONOF THE STATE OF NEVADA, THE GOVERNOR HEREBYANNOUNCES THAT THE FOLLOWING MINIMUM WAGE RATES SHALL APPLY TO ALL EMPLOYEESIN THE STATE OF NEVADAUNLESS OTHERWISEEXEMPTED. THESE RATESAREEFFECTIVEAS OF JULY 1,2013. FOR EMPLOYEES TO WHOM QUALIFIYING HEALTH BENEFITS HAVE BEEN MADE AVAILABLEBY THE EMPLOYER: EMPLOYERS MUST PAY 1-1/2 TIMES AN EMPLOYEE’S REGULAR WAGE RATE WHENEVER AN EMPLOYEE WHO IS PAID LESS THAN 1-1/2 TIMES THE APPLICABLE MINIMUMWAGE RATE WORKSMORETHAN 40HOURS INANYWORKWEEK ORMORE THAN 8 HOURS IN ANY WORKDAY, UNLESS OTHERWISE EXEMPTED. EMPLOYERS SHOULD REFER TO NRS 608.018 FOR FURTHER DETAILS ON OVERTIME REQUIREMENTS. THEFOLLOWING AMOUNTS ARE THE WAGE RATESBELOW WHICHDAILY OVERTIME MAY BEAPPLICABLE. THESERATES ARE EFFECTIVE ASOF JULY1,2013. FOR EMPLOYEESTO WHOMQUALIFYING HEALTH BENEFITS HAVE BEEN MADE AVAILABLE BY THE EMPLOYER: POSTEDAPRIL 1,2013 STATE OFNEVADA DAILY OVERTIME 2013ANNUAL BULLETIN Thelegislaturehereby finds anddeclares that thehealth andwelfare ofworkers andthe employmentof personsin private enterprises in thisstate areof concernto the stateandthe health and welfareof persons required to earn their livingsby their ownendeavorsrequire certain safeguards as tohoursof service,working conditions and compensationtherefor. 1. Discharge ofemployee:Whenever an employerdischargesan employee, thewages andcompensation earnedand unpaidat thetimeof such dischargeshallbecome due andpayable immediately. 2. Quittingemployee:Wheneveran employee resigns or quitshis employment, thewagesandcompensation earned and unpaid atthetime of his resignation or quitting must be paid no laterthanthe day onwhichhe wouldhave regularly been paid or 7daysafterhe resignsor quits, whichever is earlier. 3. An employershallnot employan employee fora continuous period of8 hours withoutpermittingthe employee to have amealperiodof atleast one-halfhour.No period of lessthan30 minutesinterrupts acontinuousperiod of work. 4. Every employer shall authorizeandpermitcovered employees totakerest periods,which, insofar as practicable, shall bein themiddle of each work period. The durationof therestperiods shallbe based on thetotalhoursworked daily at the rateof 10 minutes for each 4 hours ormajor fractionthereof.Authorized restperiods shall becounted ashoursworked, forwhich there shall be no deductionfromwages. 5. Effective July 1, 2010 each employer shall paya wage to each employee ofnot less than $7.25 perhourworked if the employerprovides health benefits,or $8.25 perhourif theemployerdoes not providehealthbenefits. Offering health benefitsmeans making health insurance available to the employee forthe employee andthe employee’sdependentsat a total cost tothe employee forpremiums of notmorethan 10 percent ofthe employee’s gross taxableincome from theemployer.Tipsor gratuitiesreceived byemployeesshallnot be credited as being anypartof oroffset againstthe minimum wage rates. 6.A partof wagesor compensationmay, ifmutuallyagreeuponby anemployee and employer in the contractof employment, consistof meals. In no caseshallthe value of themealsconsumedby such employeebe computed orvalued at more than 35centsfor each breakfast actually consumed,45 cents foreachlunchactually consumed, and 70 cents for each dinner actuallyconsumed. 7.An employer shall pay1 1/2timesan employee’sregularwageratewhenever an employeewhose wage rateis less than1 1/2times the minimum rate prescribed pursuantto theConstitution of the State ofNevada: (a)Works more than40 hours inanyscheduled weekof work; or(b) Worksmorethan8 hours inany workday unless bymutual agreement theemployee worksascheduled10 hours per dayfor 4calendar days within any scheduled week ofwork. An employer shallpay1 1/2timesan employee’s regularwagerate whenever anemployeewhosewagerateis 1 1/2 times ormorethan the minimum rate prescribed pursuantto theConstitution, works more than 40hours in any scheduled week ofwork. The above provisions do notapplyto: (a)Employeeswhoare not coveredby theminimumwageprovisionsof theConstitution; (b)Outside buyers; (c)Employeesin a retail or service businessif their regular rate ismorethan11/2timesthe minimum wage, and more thanhalftheir compensation for a representativeperiod comes from commissionson goods orservice, with therepresentative periodbeing,to theextent allowed pursuantto federal law, notlessthan one month; (d) Employees who areemployed in bona fideexecutive,administrative orprofessional capacities; (e)Employeescovered bycollectivebargaining agreementswhichprovide otherwise forovertime; (f) Drivers, drivers’helpers, loadersand mechanics formotorcarriers subjectto theMotor Carrier Act of 1935,as amended;(g) Employeesof a railroad;(h)Employeesof a carrierby air; (i)Drivers ordrivers’ helpers making localdeliveriesand paid ona trip-ratebasisor other deliverypayment plan; (j)Drivers oftaxicabs or limousines;(k) Agricultural employees; (l) Employees ofbusiness enterprises having agrosssalesvolume ofless than $250,000 peryear;(m) Any salesman ormechanic primarily engagedin sellingor servicingautomobiles, trucks orfarmequipment;and (n) A mechanic orworkman for any hoursto which the provisions of subsection 3or 4 of NRS 338.020 apply. 8. Every employershallestablish and maintainrecords ofwagesfor the benefit of hisemployees,showing foreachpay periodthe following informationfor each employee: (a)Gross wage or salary;(b) Deductions;(c) Net cashwageor salary;(d) Total hours employed inthe pay period by noting the numberof hours perday;(e) Date ofpayment. 9. Wages must bepaidsemimonthly or more often. 10. Every employer shallestablishand maintain regular paydaysandshall post anoticesetting forth those regular paydays in 2conspicuous places. Afteran employerestablishesregular paydaysand the place ofpayment, the employershallnot changea regular paydayor theplaceof payment unless, notfewerthan7 daysbefore thechange is made,the employer providesthe employees affectedby the change with writtennoticein a manner that is calculated toprovide actual notice of thechange to each such employee. 11. Itis unlawfulfor any person totakeall orpart ofanytips orgratuitiesbestowed upon his employees. Nothingcontained inthissection shallbe construedto prevent such employees from enteringintoan agreement to dividesuchtips orgratuitiesamongthemselves. 12. Anemployermay not require an employeeto rebate,refundor return any part of his orher wage, salary or compensation.Also,an employer maynot withholdor deductany portionof such wages unlessitis forthebenefitof, and authorized bywritten order ofthe employee. Further,it is unlawful for anyemployerwho has thelegalauthority todecrease the wage, salary or compensation of an employee toimplementsucha decrease unless: (a)Notless than 7days beforethe employee performsanyworkat thedecreased wage,salaryor compensation, theemployer provides the employeewithwritten notice ofthe decrease; or(b) The employercomplies with the requirements relatingto the decreasethat are imposedon the employer pursuantto theprovisionsof anycollectivebargainingagreementor anycontract betweenthe employer and theemployee. 13.All uniforms or accessoriesdistinctive as to style, color or material shall be furnished,without cost, toemployeesby their employer. If a uniformor accessory requires aspecial cleaningprocess, and cannot beeasilylaunderedby anemployee,suchemployee'semployer shall clean such uniformor accessory without cost tosuchemployee. Foradditionalinformationor exceptions, contactthe NevadaStateLabor Commissioner:Carson City 775-687-4850or LasVegas 702-486-2650 TOLL FREE:1-800-992-0900 Ext. 4850 Internet:www.LaborCommissioner.com Rev.11-13-2012 BY TITLE WEEKLY BI-WEEKLY SEMI-MONTHLY MONTHLY Nevada OSHA Enforcement•Division ofIndustrial Relations• Nevada Department ofBusiness and Industry Minimum Wage Bulletin Wage And Hour Law Safety And Health Protection Daily Overtime Bulletin Unemployment Insurance Lie Detector Test Workers’ Compensation Discrimination Emergency Phone Numbers Payday Notice It is againstthe law forthis recipientof Federal financial assistanceto discriminate onthe following bases: Against any individual in the United States, on the basis of race,color,religion, sex, national origin, age, disability,politicalaffiliation orbelief;andagainstany beneficiary ofprograms financially assisted under Title I of the Workforce Investment Act of 1998 (WIA), on the basis of the beneficiary’s citizenship/status as a lawfully admittedimmigrantauthorized toworkintheUnitedStates,or hisor herparticipationin anyWIATitle I-financially assisted program oractivity.Therecipient must notdiscriminatein any of the following areas: deciding who will be admitted, or have access, to any WIA Title I-financially assisted program or activity; providing opportunities in, or treating any person with regard to, such a program or activity; or making employmentdecisions inthe administrationof, orin connectionwith,such aprogram oractivity. What to Do if You Believe You Have ExperiencedDiscrimination If youthinkthat youhavebeen subjectedto discrimination under a WIA Title-I financiallyassisted program or activity, you may file a complaintwithin 180 days from the date ofthe alleged violationwith either: The recipient’s Equal Opportunity Officer Donna Romo; or the Director, Civil RightsCenter (CRC), U.S. Department of Labor, 200 Constitution Avenue, NW, Room N-4123, Washington,DC 20210. Ifyou fileyour complaintwiththe recipient,you must waiteitheruntil therecipient issues a writtenNotice ofFinalAction,oruntil90 days have passed (whichever is sooner), before filing with the Civil Rights Center(see address above).Ifthe recipientdoes notgiveyou awrittenNotice of FinalAction within 90 days of the dayon which youfiled your complaint, youdo nothave to wait for therecipient to issue that Notice before filinga complaint with CRC. However,you must file your CRC complaint within 30 days of the90-day deadline (inotherwords,within120 days afterthe dayon which you filed your complaint with the recipient).If the recipient does give you awrittenNoticeofFinalActionon yourcomplaint, butyou are dissatisfied withthe decision orresolution, you mayfile a complaint withCRC.You must fileyour CRC complaint within 30daysof thedate onwhichyou receivedthe Notice ofFinal Action. For moreinformationor tofile acomplaint contact: Donna Romo Equal Employment Opportunity Officer Department ofEmployment,TrainingandRehabilitation Email: [email protected] 2800EastSt.Louis Avenue, Las Vegas, NV89104 Phone:702-486-6511 Fax:702-486-0159 DETR isaproudpartner of theNevada JobConnect System Rev.5.12 Equal Opportunity Is The Law DETRis anEqualOpportunity Employer/Program. Auxiliary aidsand servicesavailable upon request for individualswith disabilities TTY(800)326-6868 orNevadaRelay711 96 95 800.854.7474 Thank You for Your Business! certifiedsafetymfg.com

Made with FlippingBook

RkJQdWJsaXNoZXIy MTkwMTc3MQ==