Online labor law posters carry risks: Use these tips to avoid trouble
Ohio recently became the first state to allow employers to choose between displaying hard-copy labor law posters in the workplace or posting electronic versions online.
The state’s law takes effect on July 20 and may be a welcome change for companies tired of wrangling physical posters and finding a spot to hang them.
While online posting may seem like a breeze, it comes with some red flags that could haunt employers if they don’t pay attention to what’s required.
Online posting tips
Employers need to remember that:
- Under federal law, physical posters must be displayed in the workplace. Electronic postings only satisfy federal requirements when all employees work remotely. Ohio employers using electronic state postings must display a physical federal poster. Failure to properly display federal posters could bring a fine or an increased risk of an employee lawsuit.
- Only Ohio will allow electronic postings to replace physical ones. Employers in other states need to display physical labor law posters in the workplace.
- Ohio’s electronic labor law postings must be posted “in a manner that is accessible to the employer’s employees.” Employees should not need to ask for permission to view labor law posters. A link to the posters could be placed on the company’s intranet or postings could be placed in a file on a shared network drive. The platform that’s used should be reliable and easy to use; employees shouldn’t struggle to find the posters.
- Electronic labor law postings are not compliant if employees do not have access to a computer at work. Employees who work in a warehouse, at a construction site, or in a non-desk job often do not have access to computers. Physical posters would be needed in these situations.
- Posters aren’t static. Ohio has a mandatory minimum wage posting change that takes effect each January and may update other posters during the year. When a poster is updated with a mandatory change, the newest version needs to be displayed. Employers using electronic posters will need to stay on top of these changes.
- Employers should not let electronic posters be out of sight and out of mind. When employees are not made aware of their rights, employers face higher risk for lawsuits because employees could argue that they did not have access to the necessary information. Employers should share information about the location of the electronic posters during onboarding and in the company handbook.
- Employers should clearly communicate information about poster updates, as the changes will not be readily visible in the workplace. This can help prove that workers have been made aware of their rights in case a dispute arises.
Other electronic posting laws
Other electronic posting laws have been emerging over the past few years. They take a different approach than Ohio’s law; instead of providing an electronic posting option they require employers to make one or more workplace postings available online.
New York requires all postings to be digitally displayed. Colorado, Connecticut, the District of Columbia, Illinois, Massachusetts, and Oregon laws require employers to make one or more state postings available to remote workers electronically or through other means.
When a company has workers who work remotely, electronic labor law postings are always a best practice because they ensure that all workers have access to information about employee rights.
Key to remember: When electronic labor law posters are used, employers can’t “set it and forget it.” They need to stay on top of updates, make sure employees can easily access the information, and ensure employees remain aware of their rights.