['Labor Law Posters']
['Labor Law Posters']
09/30/2025
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Workplace poster fines — State comparison
State
Posting title
Who must post?
Type of poster
Regulation
Fine amount
Job Insurance-Unemployment Compensation
All employers
General
N/A
Workers’ Compensation Information
Employer must fill in information.
All employers
General
N/A
Child Labor Law
All employers with employees under 19 years of age
General
Not less than $300 per affected employee. [Code of Alabama 25-8-59(b)]
National Human Trafficking Resource Center Hotline
Establishments that require a liquor license that do not also have a food and beverage permit; any hotel that has been cited as a nuisance; massage parlors; airports, train stations, and bus stations; any business that provides stripteasing/topless entertainment
Specialty
Warning for first violation; fine not to exceed $50 for subsequent violations.
Wage and Hour Act
All employers
General
Not less than $100 nor more than $2,000 per day. (AS 23.10.140)
AKOSH – Safety & Health Protection on the Job; Right-to-Know
All employers
General
The penalty for a posting violation (AS 18.60.095) is $16,550 (8 AAC 61.140); also see Occupational Safety and Health (AKOSH)
Workers’ Compensation
Employer must be registered in this state to receive the official notice.
All employers
General
N/A
Human Rights Law Sexual Harassment
State offices
Specialty
The Alaska Department of Personnel requires this to be posted in state offices.
Minimum Wage Fair Wages and Healthy Families Act
Employers with more than $500,000 in gross annual revenue
General
At least $250 for a first violation; at least $1,000 for each subsequent or willful violation. [ARS 23-364(F)]
ADOSH – Employee Safety and Health Protection
All employers
General
Arizona Occupational Safety and Health Act of 1972 [ARS 23-401 et seq.]
N/A
Work Exposure to Bodily Fluids
All employers
General
No fine, but posting constitutes notice to employees of the law’s requirements.
Work Exposure to MRSA
All employers whose employees may receive significant exposure to MRSA, spinal meningitis, or TB
General
No fine, but posting constitutes notice to employees of the law’s requirements.
Constructive Discharge Law
All employers
General
No fine, but posting fulfills the requirement to provide notice to employees. An employer who fails to give notice waives the right to receive 15 days’ notice from an employee who intends to resign.
Arizona Law Prohibits Discrimination in Employment (Bilingual)
All employers with 15 or more employees
General
Failure to post required notices is a petty offense, with a fine of not more than $300. [ARS 13-802]
Workers’ Compensation (Bilingual)
Employer must fill in information.
All employers
General
No fine, but if an employer fails to post it is optional for an employee to accept compensation under the law and bring other action against the employer.
Earned Paid Sick Leave
Must be posted in English and Spanish
Employers with more than $500,000 in gross annual revenue
General
At least $250 for a first violation; at least $1,000 for each subsequent or willful violation. [ARS 23-364(F)]
Notice to Employer & Employee: Minimum Wage, Overtime, Wage Collection, Child Labor, Equal Pay
Employers subject to the minimum wage
General
ACA 11-4-216
N/A
Human Trafficking
Airports; bus stations; facilities providing food, fuel, showers, or other sanitary facilities and overnight parking; abortion facilities; hotels and motels; strip clubs or sexually oriented businesses; private clubs with a liquor permit
Specialty
ACA 12-19-102
Fine not to exceed $500 upon second or subsequent violation. [ACA 12-19-102(e)]
Chemical Right to Know Act
Public employers and facilities
Specialty
ACA 8-7-1014
If Director of Labor finds an employer in violation of this Act, Dept. of Labor may conduct required information and training program and charge employer for the costs incurred.
Minimum Wage
Employers with workers who speak and read only Spanish must also post the Spanish version.
Employers must also post the minimum wage order that applies to their business; these specialty posters may be purchased separately.
All employers
General
Not less than $100. [Cal. Labor Code 1199(c)]
CAL/OSHA Safety & Health Protection
All employers
General
Up to $1,000 per each violation.
Emergency Phone Numbers
Employer must fill in information.
The California Department of Industrial Relations indicates that this must be posted by all employers; however, the posting requirement is part of the Construction Safety Orders.
General
Up to $12,471 per violation. (Cal. Labor Code 6431)
Discrimination & Harassment in Employment are Prohibited by Law
All employers
General
Fair Employment and Housing Act (Cal. Gov. Code 12950)
2 CCR 11023(d)
Department may seek an order requiring poster compliance.
Your Rights and Obligations as a Pregnant Employee
Must be posted in Spanish if that language is spoken by at least 10 percent of workers.
Employers with five or more employees
General
2 CCR 11095
N/A
Family Care and Medical Leave and Pregnancy Disability Leave
Must be posted in Spanish if that language is spoken by at least 10 percent of workers.
All public employers or private employers with 20 or more employees. Must be posted where both applicants and employees may see it.
General
2 CCR 11095
N/A
Transgender Rights in the Workplace
All employers
General
Fair Employment and Housing Act (Cal. Gov. Code 12950)
2 CCR 11023(d)
Department may seek an order requiring poster compliance.
Notice to Employees: Unemployment Insurance, Disability Insurance, and Paid Family Leave (PFL) (DE 1857A)
All employers
General
See regulations relating to individual acts listed on the poster
N/A
Unemployment Insurance (DE 1857D)
All employers
General
California Unemployment Insurance Code Section 1089
N/A
Workers’ Compensation
Employer must fill in information. Employers with Spanish-speaking employees must also post the notice in Spanish.
All employers
General
Up to $7,000. (Department of Industrial Relations)
Whistleblowers Are Protected
All employers
General
Fine not to exceed $1,000 (for a corporation, $5,000). [Cal. Labor Code 1103]
Payday Notice
Employer must fill in information.
All employers
General
Misdemeanor violation, fine not specified.
Paid Sick Leave (Healthy Workplaces/Healthy Families Act)
All employers
General
Fine of not more than $100 per offense. [Cal. Labor Code 247(c)]
Minimum Wage Supplement for Fast Food Employees
Fast food restaurants that are part of a restaurant chain of at least 60 establishments nationwide. This does not include bakeries or restaurants located within a grocery establishment, airport, hotel, event center, theme park, museum, or gambling establishment. Restaurants at a public beach, port, historical district, or port authority are not covered, and neither are restaurants in a building used by a for-profit company serving employees of that company.
Specialty
Not less than $100. [Cal. Labor Code 1199(c)]
Cal/OSHA Operating Rules for Industrial Trucks (3650) (Forklift Safety)
Wherever an industrial truck is owned, operated, or maintained. Poster includes operating rule 3650 for industrial trucks (required employee notification).
Specialty
N/A
Required Workplace Posting for All California Barbering and Cosmetology Licensees
California businesses licensed by the Board of Barbering and Cosmetology.
Specialty
Not less than $100. [Cal. Labor Code 1199(c)]
No Human Trafficking
Businesses in these industries: Beverage sales, adult/sexually oriented businesses, airports, rail & bus stations, truck stops, emergency rooms & urgent care centers, roadside rest areas, hotels, motels, and bed and breakfast inns, farm labor contractors, and job recruitment centers.
Specialty
Not less than $100. [Cal. Labor Code 1199(c)]
Access to Medical and Exposure Records
Employers using hazardous or toxic substances.
Specialty
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #1: Manufacturing Industry
Employers in the manufacturing industry, including businesses that prepare, produce, make, alter, repair, finish, process, inspect, handle, assemble, or package commodities.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #2: Personal Services Industry
Employers in the personal services industry. This includes an industry or business rendering services used in the care, cleansing, or beautification of the body or in the enhancement of personal appearance or health. Includes beauty salons, barber shops, health clubs, and mortuaries.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #3: Canning, Freezing, Preserving Industry
Employers in the canning, freezing, and preserving industry, including businesses operated for the purpose of canning soups or cooking, canning, curing, freezing, bottling, preserving, or otherwise processing fruits, vegetables, seafood, meat, poultry, or rabbit products.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #4: Professional, Technical Clerical, Mechanical and Similar Occupations
Employers of workers in professional, technical, clerical, mechanical, and similar occupations. This includes managerial, supervisorial, laboratory, and research occupations. Occupations include accountants, bookkeepers, cashiers, clerks, copy writers, computer programmers, editors, models, nurses, photographers, salespersons, teachers, and social workers.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #5: Public Housekeeping Industry
Employers in the public housekeeping industry, including businesses that provide meals, housing, or maintenance services such as restaurants, night clubs, bars, hotels, motels, apartment houses, camps, childcare institutions, nursing homes, private schools, and establishments providing veterinary services.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #6: Laundry, Linen Supply, Dry Cleaning and Dyeing Industry
Employers in the laundry, linen supply, dry cleaning and dyeing industry, including businesses offering services such as washing, cleaning, storing, fumigating, or waterproofing articles such as clothing, drapery, linens, household furnishings, or textiles. Includes self-service laundry and dry-cleaning establishments.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #7: Mercantile Industry
Employers in the mercantile industry, including businesses that purchase, sell, or distribute goods at wholesale or retail, or businesses that rent goods or commodities.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #8: Industries Handling Products After Harvest
Employers in industries handling products after harvest, including businesses that grade, sort, clean, dry, cool, pack, shell, separate, slaughter, pick, pluck, shuck, pasteurize, ferment, or otherwise prepare any agricultural, horticultural, meat, poultry, seafood, rabbit, or dairy products for distribution.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #9: Transportation Industry
Employers in the transportation industry, including businesses that operate for the purpose of conveying persons or property from one place to another by rail, highway, air, or water. This industry also includes storing or warehousing goods or property, and the repairing, parking, rental, maintenance, or cleaning of vehicles.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #10: Amusement and Recreation Industry
Employers in the amusement and recreation industry. This includes businesses that furnish entertainment or recreation to the public such as theaters, bowling alleys, skating rinks, riding academies, racetracks, amusement parks, swimming pools, gymnasiums, golf courses, tennis courts, carnivals, and wired music studios.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #11: Broadcasting Industry
Employers in the broadcasting industry, including businesses operated for the purpose of broadcasting or taping programs through the medium of radio or television.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #12: Motion Picture Industry
Employers in the motion picture industry, including businesses operated for the purpose of motion picture or television film production, including motion pictures for entertainment, commercial, religious, or educational purposes, whether made by film, tape, or otherwise.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #13: Industries Preparing Agricultural Products for Market, on the Farm
Employers in industries preparing agricultural products for market, on the farm, including any operation performed in a permanent structure on the farm or a moving packing plant for the purpose of preparing agricultural, horticultural, egg, poultry, meat, seafood, rabbit, or dairy products for market when the operation is done on the premises owned or operated by the same employer who produced the products.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #14: Employers of Workers in Agricultural Occupations
Employers of workers in agricultural occupations, including workers engaged in the preparation, care and treatment of farmland, pipeline, or ditches, and workers sowing, planting, caring for, harvesting assembling, or storing any agricultural or horticultural commodity. This also includes workers who raise, feed, and manage livestock or harvest fish.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #15: Household Occupations
Employers of workers in household occupations, including all services related to the care of persons or maintenance of a private household or its premises. These occupations include butlers, chauffeurs, companions, cooks, gardeners, grooms, house cleaners, housekeepers, maids, practical nurses, tutors, and valets.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #16: Employers of workers in Certain On-Site Occupations in the Construction, Drilling, Logging and Mining Industries
Employers of certain workers in on-site occupations in the construction, drilling, logging, and mining industries. This includes workers in jobs associated with construction such as building, demolition, excavation, remodeling, and repair work, as well also jobs associated with the exploration or extraction of oil, gas, or water resources. It also includes logging occupations such as the cutting or removal of timber and wood forest products for commercial purposes, and mining occupations such as work in mines, quarries, or open pits used for the purpose of extracting minerals, ores, stone, and rock.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Industrial Welfare Commission Wage Order #17: Miscellaneous Employees
Employers of miscellaneous employees not covered by other industry or occupation wage orders.
Wage order
Not less than $100. [Cal. Labor Code 1199(c)]
Colorado Overtime & Minimum Pay Standards (COMPS) Order
Must be provided to remote employees; Spanish poster must be used if employees with limited English ability speak Spanish.
All employers
General
7 CCR 1103-1, Rule 7.4.1
An employer who does not comply with posting requirements shall be ineligible for any employee-specific credits, deductions, or exemptions in the COMPS Order, and may face other penalties.
If You are Injured on the Job (Workers’ Compensation) (WC50)
Employers must fill in information.
All employers
General
CRS 8-43-102
N/A
Discrimination (including Pregnant Workers Fairness Act information and Crown Act of 2020)
All employers
General
3 CCR 708-1, Rule 20.1
CRS 24-234-402.3 (3)(b)
N/A
Employment Security Act (Worker classification, unemployment insurance)
All employers
General
CRS 8-74-101 (2)
7 CCR 1101-2, Rule 7.3.2
N/A
Payday Notice
Employer must fill in information; may be posted electronically.
All employers
General
CRS 8-4-107
N/A
Paid Leave, Whistleblowing, Personal Protective Equipment
Must be provided electronically to remote employees; display in English and language that is the first language spoken by at least five percent of employees.
All employers, except federal employers
General
CRS 8-13.3-408 (2)(B)
A civil fine not to exceed $100 per violation. [CRS 8-13.3-408 (4)(b)]
FAMLI Act
All employers, except federal employers
General
CRS 8-13.3-511
A civil fine not to exceed $100 per violation. [CRS 8-13.3-408 (4)(b)]
Agriculture Worker Rights Related to Public Health Emergency
Employers engaged in agricultural employment
Specialty
CRS 8-14.4-109
N/A
Workers’ Compensation
Employer must fill in information.
All employers
General
$300 [per Conn. Admin. Code Sec. 31-71h-2]
Sexual Harassment is Illegal
Employers with three or more employees
General
Not more than $750. [CGS, Chapter 814(c), Section 46a-97]
Discrimination is Illegal
Employers with three or more employees
General
Not more than $750. [CGS, Chapter 814(c), Section 46a-97]
Pregnancy Discrimination and Accommodation in the Workplace
Notice requirement may be met by posting in English and Spanish.
Employers with three or more employees
General
Not more than $750. [CGS, Chapter 814(c), Section 46a-97]
Notice to Employees: Electronic Monitoring Employer must fill in information.
All employers
General
Maximum civil penalty of $500 for a first offense, $1,000 for a second offense, and $3,000 for a third offense (and any subsequent offenses).
Managed Care - Health Insurance
All employers
General
N/A
Paid Sick Leave
Must be provided electronically or emailed to remote employees. Must be displayed in English and Spanish.
As of January 1, 2025, employers with 25 or more employees will be covered; as of January 1, 2026, employers with 11 or more employees will be covered; as of January 1, 2027, employers with at least one employee will be covered.
General
Up to $100 for each violation. [CGS, Title 31, Chapter 557, Section 31-57v(c)]
Unemployment Insurance
Must be a registered employer in the state to receive the official notice.
All employers
General
N/A
Job Safety and Health
Public sector employers
Specialty
Connecticut Occupational Safety and Health Act of 1973 as amended by Public Act 77-610 CGS, Chapter 571 Section 31-374 (c)(1)
Up to $1,000 for each serious violation; optional penalties up to $1,000 for each nonserious violation.
Wage Order #8 – Restaurant and Hotel Restaurant
Employers in the restaurant and hotel industry. This includes establishments where employees are engaged in the preparation and serving of food such as restaurants, cafeterias, dairy bars, coffee shops, tearooms, nightclubs, cabarets, caterers, frankfurter stands, operators of food vending machines, bakeries, pizzerias, delicatessens, social clubs, and places of amusement and recreation. It also includes the portion of a hotel business involving the preparation and serving of food.
Wage order
Wage Order - Minors in Restaurant
Employers in the restaurant and food service industry. This includes employers of minors working in restaurants, cafes, and dining rooms.
Wage order
Wage Order - Minors in Mercantile
Employers in the mercantile and retail trades employing minors. This includes the trade of wholesale or retail selling of commodities. This can involve buying, delivery, maintenance, office, stock, and clerical work. Minors may be employed as baggers, cashiers, or stock clerks.
Wage order
Wage Order 7A & 7B - Mercantile Trade
Employers in the mercantile trade, which is the trade of wholesale or retail selling of commodities. This includes buying, delivery, maintenance, office, stock, and clerical work.
Wage order
Minimum Wage
All employers
General
Not less than $1,000 nor more than $5,000 for each violation. [19 Delaware Code 910]
Payment of Wages
All employers
General
Not less than $1,000 nor more than $5,000 for each violation. [19 Delaware Code 1112]
Discrimination
All employers
General
Not more than $100 for each separate offense.
Child Labor Law
All employers
General
Not less than $1,000 nor more than $5,000 for each violation. [19 Delaware Code 910]
Meal Breaks
All employers
General
Not less than $1,000 nor more than $5,000 for each violation. [19 Delaware Code 910]
Unemployment Insurance
Employer must be registered in the state to receive the official notice, Form UC-6.
All employers
General
N/A
Minimum Wage
All employers
General
$100 for each day that the employer fails to post notice as required. [DC Code 32-1011(d)(1)(F)]
Workers’ Compensation
Employer must fill in information.
All employers
General
N/A
Accrued Sick and Safe Leave Act of 2008
All employers
General
Not to exceed $100 each day that the employer fails to post notice; total penalty not to exceed $500 unless the ongoing violation is willful. [DC Code 32.531.09(b)(1)]
Family & Medical Leave Act (DCFMLA)
Post in English and Language spoken by employees with limited English proficiency.
All employers of at least 20 employees
General
$100 for each day that the employer fails to post notice
Parental Leave Act (PLA)
All employers
General
$100 for each day that the employer fails to post notice
Protecting Pregnant Workers Fairness Act
All employers
General
N/A
Building Service Employees Minimum Work Week Act of 2016
Employers who employ individuals performing janitorial or building maintenance services and employers who contract or subcontract for their work
General
Not to exceed $100 for each day that the covered employer fails to post notice; total penalty shall not exceed $500. [DC Code 32-1051.07(a)(1)]
Paid Family Leave
Must be displayed in English and Spanish.
All employers except government employers
General
Not to exceed $100 for each covered employee to whom individual notice was not delivered and $100 for each day that the covered employer fails to post the notice in a conspicuous place.
Universal Wage Law
All employers
General
$100 for each day that an employer fails to meet the requirements. [DC Code 31-161(g)]
Wage Transparency
All employers except government employers
General
N/A
Living Wage Act of 2006
District of Columbia contractors
Specialty
N/A
Reemployment Assistance Program, RT-83 (Unemployment Insurance)
All employers
General
N/A
Workers’ Compensation
Employer must fill in information.
All employers
General
Florida Administrative Code 69L-6.007
N/A
Florida Law Prohibits Discrimination (Bilingual)
Employers with 15 or more employees
General
N/A
Human Trafficking
Healthcare professionals licensed by the following boards: Acupuncture, medicine, osteopathic medicine, chiropractic medicine, podiatric medicine, optometry, pharmacy, dentistry, nursing home administration, occupational therapy, dietetics and nutrition, respiratory care, massage therapy, and physical therapy. It also must be displayed in rest areas, airports, turnpike service plazas, weigh stations, welcome centers, rail stations, emergency rooms, strip clubs, and massage parlors.
Specialty
$2,000 per day of noncompliance (public lodging establishments). [Florida Statute 509.096(1)(c)]
Workers’ Compensation Bill of Rights for the Injured Worker (WC-BOR)
All employers
General
OCGA 34-9-81.1
Not to exceed $1,000. [OCGA 34-9-81.1(b)]
Workers’ Compensation Panel of Physicians (WC-P1)
Employers must post the Panel of Physicians or Managed Care Organization Procedures, whichever applies to its organization.
General
OCGA 34-9-201(c)
N/A
Workers’ Compensation Managed Care Organization Procedures (WC-P3)
Employer must fill in information, if applicable.
Employers must post the Panel of Physicians or Managed Care Organization Procedures, whichever applies to its organization.
General
OCGA 34-9-201(c)
N/A
Human Trafficking
Employers in the following industries are required to post the notice: Adult entertainment establishments; bars; primary airports; passenger rail or light rail stations; bus stations; truck stops; emergency rooms within general acute care hospitals; urgent care centers; farm labor contractors and day haulers; privately operated job recruitment centers; safety rest areas located along interstate highways in the state; hotels; businesses and establishments that offer massage or bodywork services by a person who is not a massage therapist; government buildings; convenience stores; body art studios; manufacturing facilities; and medical offices.
Specialty
OCGA 16-5-47
Not less than $500 nor more than $1,000 for first offense; not less than $1,000 nor more than $5,000 for second or subsequent conviction. [OCGA 16-5-47(d)(1)]
Wage and Hour Laws
All employers
General
Not less than $500 or $100 for each violation, whichever is greater. [Hawaii Rev. Stat. 388.10]
Unemployment Insurance
All employers
General
Not more than $10,000 for a willful violation. [Hawaii Rev. Stat. 383.143]
Occupational Safety and Health Laws (HIOSH)
All employers
General
Hawaii Administrative Rules, Title 12, Subtitle 8, et seq.
Up to $16,550 per violation; state penalties align with federal OSHA penalties and are adjusted annually.
Laws Prohibiting Employment Discrimination
All employers
General
N/A
Required notice to Dislocated Workers/Plant Closings
All employers with at least 50 employees
General
N/A
Human Trafficking
Any employer who: Holds a class 5 or class 11 liquor license pursuant to HRS section 281-31; maintains a massage therapy establishment that employs five or more people; or employs one or more erotic or nude massagers or exotic or nude dancers as defined in HRS section 712-1210.
Specialty
Act 245 (2013)(pdf)
Not more than $100 for each separate offense. Each day the violation continues will constitute a separate offense.
Minimum Wage
All employers
General
Idaho Minimum Wage Law (R. 2/02), Idaho Statutes 44-1502
Idaho Statutes 44-1504
Idaho Statutes 45-606
N/A
Idaho Law Prohibits Discrimination
All employers with five or more employees
General
N/A
Workers’ Compensation
Employer must obtain a notice of compliance or certificate of insurance from their insurance carrier.
Employers with workers' compensation insurance
General
Employer who fails to post notice is guilty of a misdemeanor.
Equal Opportunity is the Law
Recipients of federal financial assistance
Specialty
N/A
Your Rights Under Illinois Employment Laws (Minimum Wage & Overtime)
Must be provided via email or posted online for remote employees.
All employers
General
Minimum Wage Law 820 ILCS 105/9, 105/11
Class B misdemeanor (820 ILCS 105/11); minimum of $75 and not to exceed $1,500 per offense. [730 ICLS 5/5-4.5-60(e)]
Your Rights Under Illinois Employment Laws (Child Labor)
Must be provided via email or posted online for remote employees.
All employers
General
Child Labor Law 820 ILCS 205/5
Class A misdemeanor (820 ICLS 205/19); minimum of $75, not to exceed $2,500 per offense. [730 ILCS 5/5-4.5-55(e)]
Your Rights Under Illinois Employment Laws (Wage Payment & Collection Act)
Must be provided via email or posted online for remote employees.
All employers
General
Illinois Wage Payment and Collection Act 820 ILCS 115/3
$250 (primary contractor or subcontractor in construction). [820 ILCS 115/13.5(j)] $500 (all other employers). [820 ILCS 115/14(d)]
Your Rights Under Illinois Employment Laws (Equal Pay Act)
Must be provided via email or posted online for remote employees.
All employers
General
Equal Pay Act of 2003 820 ILCS 112/40
N/A
Your Rights Under Illinois Employment Laws (Victims’ Economic Security and Safety Act) Must be provided via email or posted online for remote employees.
All employers
General
Victim’s Economic Security and Safety Act, 820 ILCS 180/40
N/A
Your Rights Under Illinois Employment Laws (One Day Rest in Seven Act)
Must be provided via email or posted online for remote employees.
All employers
General
One Day Rest in Seven Act (ODRISA) 820 ILCS 140/8.5
Not to exceed $250. [820 ILCS 140/7(b)(3)]
Workers’ Compensation
Employer must fill in information
All employers
General
N/A
Unemployment Insurance
All employers
General
Class B misdemeanor [820 ILCS 405/2800(B)] minimum of $75 and not to exceed $1,500 per offense. [730 ICLS 5/5-4.5-60(e)]
Pregnancy and Your Rights in the Workplace
All employers
General
Failure to post may result in a civil rights violation.
Payday Notice
Employer must fill in information.
All employers
General
$250 (primary contractor or subcontractor in construction). [820 ILCS 115/13.5(j)] $500 (all other employers). [820 ILCS 115/14(d)]
Job Discrimination and Sexual Harassment
Employers must also include this information in an employee handbook.
All employers
General
Failure to post may result in a civil rights violation.
Illinois Servicemember Employment and Reemployment Rights Act (ISERRA)
All employers
General
Public Act 100-1101 Article 5, Section 5-20
N/A
Paid Leave for All Workers Act Notice
Must be displayed in Spanish if a significant number of workers are literate in Spanish but not English. Must be provided electronically when electronic communication is regularly used.
All employers
General
First violation: $500. Subsequent violation: $1,000. [IAC Title 56, 200.540(b)]
Employee Classification Act of 2008
Construction industry employers must post if the company has workers who are not classified as employees.
Specialty
Civil penalty not to exceed $1,000. [820 IlCS 185/40]
Required Posting for Day and Temporary Labor Service Agencies
Day and temporary labor agencies registered in Illinois
Specialty
Failure to post could result in civil penalty. [820 ILCS 175/55]
Job Safety and Health for Public Employers
Public sector employers
Specialty
Civil penalty not to exceed $1,000. [820 ILCS 219/85(c)(5)]
Sexual Harassment in Higher Education
Higher education institutions
Specialty
Failure to post may result in a civil rights violation.
Worker’s Compensation
Employer must fill in information.
All employers
General
First violation: Not to exceed $50.
Second violation: Not to exceed $150.
Third/subsequent violation: Not to exceed $300. [IC 22-3-4-15]
Safety and Health Protection on the Job (IOSHA)
All employers
General
Minimum penalty for non-posting: None. Maximum penalty: $7,000. [Indiana Dept. of Labor]
Child Labor Law –Youth Work Hour Restrictions
Employers with workers ages 14 and 15
General
First violation: Warning.
Second violation: $50.
Third violation: $75.
Fourth/subsequent: $100.
Minimum Wage
All employers covered by the minimum wage law
General
Not more than $500 per pay period. [Iowa Code 91A.12]
Safety and Health Protection on the Job (IAOSHA)
All employers
General
Iowa Code Chapter 88
Not to exceed $15,625. [Iowa Admin. Rules 875-3.11(88)(1)(f)]
Workers’ Compensation (Bilingual)
Employer must fill in information.
All employers
General
N/A
Notice of Hours (Child Labor)
All employers employing minors if not covered by federal child labor laws
General
N/A
Wage and Hour Laws (Minimum Wage)
All employers
General
Not less than $100; not more than $1,000. [KRS 337.990]
Child Labor Law
All employers with workers under age 18
General
Not less than $100; not more than $1,000. [KRS 339.900]
Genetic Discrimination
All employers
General
N/A
National Guard, Reserves, or Active Duty
All employers
General
Lawsuits may be brought by the state attorney general.
Minimum Wage
All employers
General
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Regulation of Employment: Time of Payment, Rest Breaks, Mandatory Overtime, Payment of Wages, Severance Pay, Unfair Agreement, Leave for Victims of Violence, Leave to Care for Family and Family Medical Leave; Earned Income Credit
All employers
General
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Child Labor Law
All employers
General
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Human Rights Act Prohibits Sex Discrimination
All employers
General
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Safe Work for Computer Operators
All employers
General
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Unemployment Insurance
All employers
General
N/A
Veterans’ Benefits and Services
All employers with more than 50 employees
General
N/A
Paid Family and Medical Leave
All employers
General
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Human Trafficking
A hospital or facility providing emergency services, an eating and lodging place, an adult entertainment nightclub or bar, adult spa, establishment featuring strippers or erotic dancers or other sexually oriented businesses, a money transmitter, a check cashing business or foreign currency exchange business, an office providing services under the Governor’s Jobs Initiative Program, and Department of Labor career centers. In addition, the Maine Department of Transportation and Maine Turnpike Authority must post the signs in transportation centers, rest areas, and welcome centers.
Specialty
$300 per violation.
Workplace Safety and Health Regulations for Public-Sector Employers
Public sector employers
Specialty
First violation: $25 per day of violation, not to exceed $1,000.
Second violation within 3 years: Not less than $25 per day or more than $50 per day, not to exceed $2,500.
Third/subsequent violation: Not less than $25 per day or more than $100 per day, not to exceed $5,000.
Child Labor/Minor Fact Sheet
All employers employing minors
General
N/A
Health Insurance Coverage
All employers
General
N/A
Safety & Health Protection on the Job (MDOSHA)
All employers
General
N/A
Pregnancy Accommodation
All employers with 15 or more employees
General
N/A
Notice to Tipped Employees
All employers with tipped employees
General
N/A
Living Wage
Companies with state service contracts of $100,000 or more, or $500,000 if the employer has 10 or fewer employees. Some state agencies are exempt.
Specialty
N/A
Workplace Safety and Health for Public Employees
Public sector employers
Specialty
N/A
Wage and Hour Laws (minimum wage, child labor)
All employers
General
N/A
Unemployment Insurance
All employers
General
First violation: written warning.
Second violation: $100.
Third violation: $250.
Fourth/subsequent: $500.
Fair Employment Law
Employers with six or more employees
General
Not less than $10 nor more than $100. [Mass. Gen. Laws Ch. 151B 7]
Notice to Employees from the Department of Industrial Accidents (Workers’ Compensation)
Employer must fill in information. Must be distributed electronically or mailed if it cannot be posted in a visible location utilized and accessible to all employees.
All employers
General
N/A
Sexual Harassment
Employer must fill in information.
Employers with six or more employees
General
Not less than $10 nor more than $100. [Mass. Gen. Laws Ch. 151B 7]
Parental Leave in Massachusetts
Employers with six or more employees
General
Not more than $500. [Mass. Gen. Laws Ch. 149 180]
Paid Family and Medical Leave
All employers
General
First violation: $50 per employee.
Subsequent violation: $300 per employee.
Veteran Benefits
Employers with more than 50 full-time employees
General
N/A
Pregnant Workers Fairness Act
Employers required to provide notice; posting does not fulfill notice requirement.
Employers with six or more employees
General
N/A
Right to Know Law
Public sector employers
Specialty
Mass. Gen. Laws Ch. 111F, 11(e)
454 CMR 21 (pdf)
Not to exceed $250. [Mass. Gen. Laws Ch. 111F 3(a)
Workplace Safety and Health Protection for Public Employees
Public sector employers
Specialty
454 CMR 25.04 (pdf)
Citation and penalty may be issued; amount unspecified. [454 CMR 25.04(2)]
Earned Sick Time Act
All employers
General
Not more than $100 for each violation. [MCL 408.967(5)]
Safety & Health Protection on the Job (MIOSHA)
All employers
General
Not more than $7,000. [MCL 408.1035(6)]
Employment Security Act (Unemployment insurance)
All employers
General
N/A
SDS #2105 – Michigan Right to Know Law
Employer must fill in information.
Employers with hazardous or toxic materials
General
Michigan Right to Know Law (pdf) Section 14j
Not more than $7,000. [MCL 408.1035(6)]
SDS #2106 – New or Revised SDS
Employer must fill in information.
Employers with hazardous or toxic materials
General
Michigan Right to Know Law (pdf) Section 14j
Not more than $7,000. [MCL 408.1035(6)]
Safety & Health Protection on the Job (MNOSHA)
All employers
General
Up to $15,625 for each violation. [Minn. Stat. 182.666 Subd. 5]
Workers’ Compensation
Employer must fill in information.
All employers
General
$500
Veterans Benefits and Services
Employers with more than 50 full-time employees
General
N/A
Workers’ Compensation
Employer must fill in information.
All employers
General
Miss. Code Ann. 71-3-81
N/A
Workers’ Compensation
Employer must fill in information.
All employers
General
Class A misdemeanor (fine not less than $50 nor more than $1,000).
Discrimination in Employment is Prohibited
All employers
General
N/A
Youth Employment List
Employer must fill in information.
All employers employing minors
General
Class C misdemeanor (fine not to exceed $700). [RSMo 294.110]
Discrimination in Public Accommodations
Employers doing business in places open to the public
Specialty
N/A
Discrimination in Housing
Housing industry
Specialty
N/A
Employment Discrimination (Protected Classes, Complaint Process, Harassment, Pregnancy & Breastfeeding, Disabilities)
Recommended for all employers
General
N/A
Discrimination is Against the Law
Recommended for all employers
General
N/A
Workers’ Compensation
Employers must obtain a notice of compliance or certificate of insurance from insurance carrier.
All employers
General
$50 for each citation.
Discrimination in Employment, Housing, and Public Accommodations
All employers
General
Class III misdemeanor (up to $500 fine).
Child Labor Work Hours Notice
Employers must fill in information.
All employers employing minors
General
N/A
Healthy Families and Workplaces Act
Must be made available to remote workers via electronic communication, online posting, or an app-based platform.
All employers
General
First violation: Not more than $500.
Subsequent violations: Not more than $5,000.
Annual Minimum Wage Bulletin
All employers
General
Not more than $5,000 for each violation. [NRS 608.195]
Annual Daily Overtime Bulletin
All employers
General
Not more than $5,000 for each violation. [NRS 608.195]
Rules to be Observed by Employers
All employers
General
Not more than $5,000 for each violation. [NRS 608.195]
AB 190 Required Posting (Sick leave for immediate family)
Employers with 50 or more employees
General
Not more than $5,000 for each violation. [NRS 608.195]
Domestic Violence Bulletin
All employers
General
NRS 608.0198 (5)
Not more than $5,000 for each violation. [NRS 608.195]
Paid Leave (SB 312)
Employers with 50 or more employees
General
NRS 608.0197 (4)
Not more than $5,000 for each violation. [NRS 608.195]
Safety & Health Protection on the Job
All employers
General
NRS 618.375 (3)
Citation may be issued, exact fine amount unspecified. [NRS 618-465]
Notice of Limitations: Lie Detector Tests
All employers
General
NRS 613.460 (2)
Not more than $9,000 for each violation. [NRS 613.500]
Pregnant Workers’ Fairness Act
Employers with 15 or more employees; all state and local government employers
General
N/A
Nevada Law Prohibits Discrimination
Recommended for all employers
General
N/A
Domestic Worker’s Bill of Rights
Employers with domestic service employees
General
N/A
Emergency Numbers
Employer must fill in information.
All employers
General
Citation may be issued, exact fine amount unspecified. [NRS 618-465]
Payday Notice
Employer must fill in information. Employer must post in two separate conspicuous locations.
All employers
General
Not more than $5,000 for each violation. [NRS 608.195]
Workers’ Compensation Form D-22
Employers who must comply with Nevada’s worker’s compensation law and have employees who receive tips.
Specialty
N/A
Equal Employment Opportunity
Recipients of federal financial assistance
Specialty
Title I of the Workforce Innovation and Opportunity Act)
N/A
Employment Discrimination is Against the Law
All employers
General
Employer may be found guilty of a violation or misdemeanor; exact fine amount not specified.
Protective Legislation Law
All employers
General
Employer may be found guilty of a misdemeanor; exact fine amount not specified. [NH RSA 275:52]
Workers’ Right to Know
Employer must fill in information.
All employers
General
Not more than $2,500 for each violation. [NH RSA 277-A:9]
Whistleblowers’ Protection Act
All employers
General
Employer who fails to post may be found guilty of a violation, exact fine amount not specified.
Vacation Shutdown Unemployment Compensation
All employers
General
N/A
Criteria to Establish an Employee or Independent Contractor
All employers
General
NH RSA 281-A:43
Employer who fails to post may be found guilty of a violation, exact fine amount not specified. [NH RSA 281-A:57]
Veterans Benefits and Services
All employers
General
Employer who fails to post may be found guilty of a misdemeanor, exact fine amount not specified.
Workers’ Compensation
Employers must obtain a notice of compliance or certificate of insurance from insurance carrier.
Employers with workers’ compensation insurance
General
Employer who fails to post may be found guilty of a violation, exact fine amount not specified. [NH RSA 281-A:57]
Housing Discrimination
Real estate agencies and rental offices
Specialty
Employer who fails to post may be found guilty of a misdemeanor, exact fine amount not specified. NH RSA 354-A:24]
Public Accommodations Discrimination
Owners and managers of hotels, restaurants, theaters, sports arenas, golf courses, health care providers, stores and other establishments offering services, facilities, or goods to the public
Specialty
Employer who fails to post may be found guilty of a misdemeanor, exact fine amount not specified. NH RSA 354-A:24]
Choke Saving
Food service establishments
Specialty
NH RSA 155:43
Employer who fails to post may be found guilty of a violation, exact fine amount not specified. [NH RSA 155:44]
Minimum Wage (Wage and Hour Law Abstract)
All employers
General
NJAC 12:55-2.1
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
Family Leave Act (FLA)
Employers with 30 or more employees
General
NJAC 13:8-2.2
First violation: Not more than $2,000.
Second/subsequent: Not more than $5,000. [NJSA 34:11B-10]
Employee Misclassification
Employers required to maintain and report records regarding wages, benefits, and taxes
General
Not less than $100 nor more than $1,000.
Discrimination in Employment
All employers
General
NJSA 10:5-12 (pdf)
NJAC 13:8-1.2
First violation: Not more than $2,000.
Second/subsequent: Not more than $5,000. [NJSA 34:11B-10]
Security and Financial Empowerment Act (SAFE Act)
Employers with 25 or more employees
General
First violation: Not less than $1,000 and not more than $2,000.
Subsequent violations: Not more than $5,000.
Family Leave Insurance
Employers covered by unemployment compensation law
General
NJSA 43:21-49(a)(1) (pdf)
$500 [NJSA 43:21-55.1]
Employer Obligation to Maintain and Report Records
All employers
General
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
Payment of Wages
All employers
General
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
Earned Sick Leave
Employers must post in English and Spanish if Spanish is the first language of a significant number of employees.
All employers, except public employers required to provide sick leave under another law
General
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
Child Labor Law Abstract
Employers with workers under age 18
General
Not less than $100 nor more than $1,000. [NJAC 12:58-5.2]
Right to be Free of Gender Inequity
Must post in English and Spanish if Spanish is the first language of a significant number of employees.
Employers with 50 or more employees
General
Not less than $50 nor more than $200 and/or imprisonment for not less than 10 days nor more than 90 days. [NJSA 34:11-56.6]
Conscientious Employee Protection Act (Whistleblower Act)
Employer must fill in information. Employer must post in English and Spanish.
All employers
General
N/A
Child Labor
Employer must post names of minors and schedule.
Employers with workers under 18 years of age
General
Not more than $500.
Workers’ Compensation
Employer must obtain notice of compliance or certificate of insurance from insurance carrier.
Employers with workers’ compensation insurance
General
Not to exceed $1,000.
New Jersey Wage Order #1 – First Processing of Farm Products Occupations
Employers of employees working in establishments primarily engaged in the first processing of, or in canning or packing, perishable or seasonal fresh fruit or vegetables during seasonal operations
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
New Jersey Wage Order #2 – Seasonal Amusement Industry
Employers in the seasonal amusement industry, including amusement or recreational establishments not operating for more than seven months of the year
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
New Jersey Wage Order #3 - Hotel and Motel Industry
Employers in the hotel and motel industry
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
New Jersey Wage Order #11 – Minors in the Mercantile Industry
Employers in the mercantile industry employing minors, including businesses selling merchandise and commodities
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
New Jersey Wage Order #12 – Minors in the Beauty Culture Industry
Employers in the beauty culture industry employing minors, including services used in the care or beautification of personal appearances
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
New Jersey Wage Order #13 – Minors in the Laundry, Cleaning & Dyeing Industry
Employers in the laundry, cleaning, and dyeing industry employing minors, including washing, packaging, pressing, and activities essential to the laundering of articles
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
Food Service Occupations Regulations (New Jersey Wage Order – Food Service)
Employers in the food service industry, including any eating or drinking place which prepares and offers food or beverage on the premises or through catering, banquet, box lunch, or curb service
Wage Order
First violation: Not less than $100 nor more than $1,000.
Second/subsequent violation: Not less than $500 and not more than $1,000. Imprisonment is also possible.
In addition or as an alternative, the Commissioner of Labor may collect administrative penalties up to $250 for a first violation and up to $500 for subsequent violations. [NJSA 34:11-56a22]
Discrimination in Housing
Those engaged in the management of residential property. This includes landlords, property management companies, cooperative and condominium associations, real estate agents and brokers, mortgage companies, and banks
Specialty
NJAC 13:8-1.3 (pdf)
Up to $10,000.
(Noted in a FAQ document from the New Jersey Division on Civil Rights)
Discrimination in Public Accommodations
All places of public accommodation covered by the New Jersey Law Against Discrimination. This includes schools, colleges, universities, summer camps, hotels, motels, medical providers, hospitals, doctors’ offices, pharmacies, government offices and agencies, police departments, stores, businesses, and restaurants
Specialty
NJAC 13:8-1.4 (pdf)
Up to $10,000.
(Noted in a FAQ document from the New Jersey Division on Civil Rights)
Long- and Short-Term Care Facility Discrimination
Independent living facilities, nursing homes, rehabilitation centers, adult care facilities
Specialty
NJAC 13:8-1.5 (e)
Up to $10,000.
(Noted in a FAQ document from the New Jersey Division on Civil Rights)
Human Trafficking
Strip clubs, sexually oriented businesses, massage or bodywork therapy businesses, bars, airports, passenger rail and light rail stations, bus stations, truck stops, weigh stations, emergency rooms, urgent care centers, farm labor contractors and day haulers, job recruitment centers, service areas, safety rest areas, public transportation, hotels, motels, bed and breakfast establishments, campsites
Specialty
First violation: $300.
Subsequent violations: $1,000.
Public Employees Occupational Safety and Health
Public employers
Specialty
Up to $7,000.
Choke Saving
Food service establishments
Specialty
Not less than $50 nor more than $100.
Minimum Wage
All employers
General
Not more than $1,000. Jail time of up to one year is possible. [NMSA 31-19-1]
Safety & Health Protection on the Job (NMOSH) (Bilingual)
All employers
General
Not to exceed $12,675 per violation. [NMSA 50-9-24(G)]
Workers’ Compensation Act
Bilingual. Employer must fill in information.
All employers
General
Not less than $25 and not more than $1,000. [NMSA 52-3-53]
Notice on Human Trafficking
Must be posted in English and Spanish.
All employers subject to the Minimum Wage Act
General
N/A
Paid Sick Leave (Healthy Workplaces Act)
Should be posted in English and Spanish.
All employers
General
N/A
Workers’ Compensation Forms
Employers must obtain the official forms from the state and post next to the Workers’ Compensation notice.
Employers with workers’ compensation Insurance
General
Not less than $25 and not more than $1,000. [NMSA 52-3-53]
Unemployment Compensation
Must be a registered employer in this state to receive the official notice.
All employers
General
N/A
Discrimination (Bilingual)
All employers, including public employers
General
NY Human Rights Law (Executive Law, Ch. 18, Article 15)
9 NYCRR 466.1
Not more than $500 and/or imprisonment for not more than one year. [NY Exec Law, Ch. 18, Article 15, Sec. 299]
Licensure & Employment of Persons Previously Convicted of One or More Criminal Offenses (Article 23-A)
All employers
General
N/A
Permitted Working Hours for Minors (Child Labor Law)
All employers
General
First violation: Not more than $1,000.
Second violation: Not more than $2,000.
Third violation: Not more than $3,000. [NY Labor Law Ch. 31, Art. 4, Sec. 141]
Time Allowed Employees to Vote
All employers
General
N/A
Veterans Benefits
Employers with more than 50 full-time employees
General
N/A
Notice of Employee Rights, Protections, and Obligations Under Labor Law Section 740 (Whistleblower posting)
All employers
General
N/A
Discrimination against the engagement in certain activities
All employers
General
First violation: $300.
Subsequent violations: $500. [NY Labor Law Ch. 31, Art. 7, Sec. 201-D (7)(a)]
Paid Family Leave
Must be supplied by an employer’s insurance carrier or the Workers’ Compensation Board.
All employers
General
12 NYCRR 380-7.2 (e)
N/A
Workers’ Compensation and Disability Benefits
Notice of compliance or certificate of insurance must be obtained from an employer’s insurance carrier.
All employers with workers' compensation insurance
General
Workers’ Compensation Law Ch. 67 Art. 9 Sec. 229
N/A
Unemployment Compensation
Employers must be registered to receive the official notice from the state.
All employers
General
NY Labor Law Ch. 31, Art. 18, Unemployment Insurance Law
12 NYCRR 472.7
Not more than $500 or imprisonment for not more than one year. [NY Labor Law Ch. 31, Art. 18, Title 9, Sec. 630]
Leave of absence for blood donation
Must be provided rather than posted.
Employers with 20 or more employees. May be provided as part of a handbook.
General
N/A
Right of nursing mothers to express breast milk
Employers must provide employees with a policy via email or with a printed copy.
All employers. Notice may be provided as part of a handbook.
General
N/A
Written Notice of Electronic Monitoring
Employers who monitor or intercept employee telephone or email communications or internet usage
General
First offense: $500.
Second offense: $1,000.
Third/subsequent offense: $3,000. [NY Civil Rights Law Ch. 6, Art. 5, Sec. 52-C2 (3)]
Minimum Wage - Building Service Industry
Employers in the building service industry. This includes any person, corporation or establishment engaged in whole or in part in renting, servicing, cleaning, maintaining, selling, or managing buildings or building space. The industry includes, but is not limited to, real estate owners, building owners, operators, lessors, managing agents and independent contractors.
Wage Order
NY Labor Law, Ch. 31, Art. 2, Sec. 21 (12)
NY Labor Law Ch. 31, Art. 19, Sec. 652
12 NYCRR 141-2.3 (pdf)
First violation: $1,000.
Second violation: $2,000.
Third violation: $3,000.
Minimum Wage and Wage Order Summary - Farm Workers
Employers in the agricultural industry. This includes those involved in farming, dairying, the production, growing and harvesting of agricultural or horticultural commodities, the raising of livestock, bees, fur-bearing animals, or poultry, and practices including forestry or lumbering performed on a farm. This also includes farming operations such as the handling, planting, drying, packing, packaging, processing, freezing, grading, storing, or delivering to market or to a carrier for transportation to market, of any agricultural or horticultural commodity raised on the employer's farm.
Wage Order
NY Labor Law, Ch. 31, Art. 2, Sec. 21 (12)
NY Labor Law Ch. 31, Art. 19-A, Sec. 679
12 NYCRR 190-6 (pdf)
First violation: $1,000.
Second violation: $2,000.
Third violation: $3,000.
Minimum Wage - Hospitality Industry (Fast Food, Service, Food Service)
Employers in the hospitality industry, including any restaurant or hotel. Restaurants include any eating and drinking place that prepares and offers food or beverage on the premises or through services such as catering, banquet, box lunch, and curb or counter service. Hotels include establishments offering lodging accommodations for hire to the public, such as commercial hotels, resort hotels, boarding houses, tourist camps, motels, dude ranches, and spas and baths that provide lodging.
Wage Order
NY Labor Law, Ch. 31, Art. 2, Sec. 21 (12)
NY Labor Law Ch. 31, Art. 19, Sec. 652
12 NYCRR 146-2.4 (pdf)
First violation: $1,000.
Second violation: $2,000.
Third violation: $3,000.
Minimum Wage - Apparel Industry
Employers in the apparel industry. This includes employers involved in the making, cutting, sewing, finishing, assembling, pressing or otherwise producing, by any of the foregoing apparel industry services, any men's, women's, children's or infants' apparel, or a section or component of apparel, designed or intended to be worn by any individual which is to be sold or offered for sale, provided, however, that the apparel industry shall not include cleaning or tailoring after the apparel has been sold at retail.
Wage Order
First violation: $1,000.
Second violation: $2,000.
Third violation: $3,000.
New York Bill of Rights for Nail Workers
All nail salons in New York state
Specialty
19 NYCRR 160.10 (e)
N/A
Wage Deductions Tip Appropriation
Employers engaged in the sale or service of food or beverages
Specialty
First violation: $1,000.
Second violation: $2,000.
Third violation: $3,000.
Workplace Safety & Health for Public Employees
Public sector employers
Specialty
NY Labor Law Ch. 31, Art. 2, Sec. 27-A
12 NYCRR 801.47
Up to $50 per day for failure to correct a nonserious violation. [12 NYCRR 830.3]
Employee Right-to-Know
Public sector employers
Specialty
NY Labor Law Ch. 31, Art. 28, Sec. 876
12 NYCRR 820.3
Civil penalty: Not to exceed $10,000.
Criminal penalty first offense: Not more than $500; imprisonment for not more than 30 days; or both.
Criminal penalty second offense: Not more than $1,000; imprisonment for not more than 90 days, or both.
Construction Industry Fair Play Act
Construction industry employers
Specialty
First violation: $1,500.
Subsequent violations: Up to $5,000.
Commercial Goods Transportation Industry Fair Play Act
Companies compensating drivers who transport goods in the state of New York and operate a commercial motor vehicle
Specialty
First violation: $1,500.
Subsequent violations: Up to $5,000.
Wage and Hour Notice (Minimum Wage)
All employers
General
N/A
Workers’ Compensation (Form 17)
All employers
General
Not less than $100 nor more than $1,000. [N.C. Gen. Stat. 97-196]
Human Trafficking Poster
Establishments selling alcohol, hospitals, adult establishments, including adult bookstores and adult live entertainment businesses. In addition, the poster must be displayed in state JobLink centers, rest areas, transportation stations, and welcome centers.
Specialty
N/A
Minimum Wage and Work Conditions Summary
All employers
General
N/A
Unemployment Insurance
Employer must fill in information.
All employers who are required to provide unemployment insurance
General
Class B misdemeanor (max. penalty $1,500).
Workers’ Compensation
Employers must obtain a notice of compliance or certificate of insurance from insurance carrier.
Employers with workers’ compensation insurance
General
N/A
Job Safety and Health
Public sector employers (including state employers, cities, and school districts)
Specialty
OAC 4167-4-01
N/A
Employees must wash hands
Food service establishments
Specialty
N/A
Oklahoma Law Prohibits Discrimination
Recommended for all employers
General
N/A
Workers’ Compensation
Employer must fill in information.
All employers
General
N/A
Public Employee Job Safety & Health Protection
Public employers
Specialty
Oklahoma Occupational Health & Safety Standards Act OAC 380: 40-1-7
Citation may be issued; exact amount not specified.
Minimum Wage
All employers, except federal govt. employers
General
Not to exceed $1,000. [ORS 653.256]
Breaks & Meals + Overtime & Paychecks
All employers, except federal govt. employers
General
Not to exceed $1,000. [ORS 653.256]
Oregon Family Leave Act (FLA)
Employers with 25 or more employees in Oregon
General
N/A
Oregon Family Leave Act (FLA) Sexual Harassment + Domestic Violence Protections
Employers with six or more employees in Oregon
General
N/A
Sick Time Law
All employers (May be posted or a written notice may be distributed to each employee or included in a handbook.)
General
Not to exceed $1,000.
Paid Family and Medical Leave
Post in both English and Spanish if the employer typically communicates with employees in Spanish. Must be made available to remote workers through electronic posting, hand delivery, or mail.
Employers with 25 or more employees in Oregon
General
ORS 652.220 (8)
N/A
Workplace Accommodations Notice
Employer must fill in information.
Employers with six or more employees in Oregon
General
N/A
Workers’ Compensation
Employers must obtain a notice of compliance or certificate of insurance from insurance carrier.
Employers with workers’ compensation insurance
General
Class D violation. [ORS 656.990 (3)]
Unemployment Insurance
Must be a registered employer in Oregon to receive the official notice.
Employers with at least a $1,000 payroll in a calendar quarter and employers with one or more workers during 18 different weeks in a calendar year.
General
Class C misdemeanor. [ORS 657.990 (5)]
Predictive Scheduling
Employers in the retail, hospitality, or food service industry with 500 or more employees worldwide, including chains and integrated enterprises. Separate entities that form an integrated enterprise are considered a single employer.
Specialty
Misdemeanor; fine not specified. [ORS 653.991]
Workers’ Compensation
Employer must fill in information.
All employers
General
77 Pa. Stat. 501 (e)
Unspecified
Employment Provisions – Pennsylvania Human Relations Act
All employers
General
Not less than $100 nor more than $500. [Section 11]
Unemployment Insurance
Employer must fill in information
All employers
General
43 Pa. Stat. 805
Unspecified
Child Labor Law
All employers of minors
General
43 Pa. Stat. 40.8 (c)
$500 per violation. [43 Pa. Stat. 40.11 (b)(1)]
Hours of Work for Minors Under Eighteen
Employer must fill in information.
All employers of minors
General
43 Pa. Stat. 40.8 (c)
$500 per violation. [43 Pa. Stat. 40.11 (b)(1)]
Fair Housing
Business where negotiations or agreements are customarily made for the renting or purchasing of housing accommodations
Specialty
Not less than $100 nor more than $500. [Section 11]
Fair Lending Practices
Business where negotiations or agreements are customarily made for the renting or purchasing of housing accommodations
Specialty
Not less than $100 nor more than $500. [Section 11]
Construction Worker Misclassification Act
Optional for employers in the construction industry; posting encouraged due to audit activity
Specialty
Act. No. 72
N/A
Public Accommodations Provisions
Any accommodation which is open to, accepts or solicits the patronage of the public, including government services
Specialty
Not less than $100 nor more than $500. [Section 11]
Right to Know Act
Public employers
Specialty
P.L. 734, No. 159 Section 7
$500 to $10,000. [Section 13(d)]
Minimum Wage (includes child labor)
All employers
General
Not less than $100 nor more than $500. [R.I. Gen. Laws 28-12-18]
Employment Security Act and Temporary Disability Insurance Act
All employers
General
N/A
Discrimination is Illegal
Employers must fill in information.
All employers
General
Not less than $100 nor more than $500.
Sexual Harassment is Against the Law
Employers must fill in information.
All employers
General
Not less than $100 nor more than $500.
Whistleblowers’ Protection Act
Must be posted in Spanish if this is one of the languages spoken by employees.
All employers
General
N/A
Pregnancy Discrimination
All employers
General
Not less than $100 nor more than $500. [R.I. Gen. Laws 28-5-37]
Healthy and Safe Families and Workplaces Act
All employers
General
Not less than $100 nor more than $500. [R.I. Gen. Laws 28-12-18]
Pay Equity
All employers
General
Not less than $100 nor more than $500.
Veterans’ Benefits and Services
All employers with 50 or more employees
General
N/A
Workers’ Compensation
Employers must fill in information.
All employers
General
$250
Prevailing Wage
Employers working on state or municipal financed construction projects
Specialty
$100 per day of noncompliance.
S.C. Labor Law Abstract (Payment of Wages, Immigrant Worker, Child Labor, Right-to- Work)
All employers
General
N/A
Employment Discrimination
All employers with 15 or more employees
General
S.C. Code Regs. 65-24 (pdf)
N/A
Safety & Health Protection on the Job (SCOSHA)
All employers
General
Up to $7,000 per violation. [S.C. Code Ann. 41-15-320 (f)]
Workers’ Compensation (recommended)
Recommended for all employers
General
N/A
Safety on the Job
Employers must also display the federal OSHA poster.
All employers
General
N/A
Unemployment Insurance
All employers
General
Tenn. Code Ann. 50-7-106
N/A
Wage Regulation Act – Child Labor Act
Employer must fill in information.
All employers
General
Tenn. Code Ann. 50-2-103 (d)
Tenn. Code Ann. 50-5-111(3)
Class B misdemeanor, fine not less than $100 nor more than $500.
Safety & Health Protection on the Job (TOSHA)
All employers
General
Tenn. Code Ann. 50-3-101 et seq.
Up to $7,000. [Tenn. Code Ann. 50-3-406]
Workers’ Compensation
Employer must fill in information.
All employers
General
Tenn. Code Ann. 50-6-407
N/A
Discrimination in Employment
Bilingual
All employers with eight or more employees
General
Tenn. Human Rights Act
THRC Rules 1500-01-02-.01(15
N/A
Discrimination in Housing
Housing sale and rental industry
Specialty
N/A
Unemployment Insurance/Texas Payday Law
Employer must fill in information.
All employers subject to the Texas Payday Law and the Texas Unemployment Insurance Act
General
N/A
Equal Opportunity – The Law in Texas
Bilingual
Recommended for all employers
General
N/A
Human Trafficking (commercial establishments)
Entities licensed under Chapter 25, 26, 28, 32, 69, or 71 of the state’s Alcoholic Beverage Code, other than a business holding a food and beverage certificate; cosmetology facilities; hospitals; massage establishments; massage schools; sexually oriented businesses; tattoo studios; transportation hubs (bus stops, train stations, rest areas, or airports); state parks and recreational sites under the Park and Wildlife Department’s jurisdiction
Specialty
First violation: warning.
Second/subsequent violation: $200 per day.
Human Trafficking (commercial lodging establishments)
Commercial lodging establishments, including hotels, motels, inns, and similar businesses offering more than 10 rooms to the public for temporary lodging for a fee
Specialty
N/A
First Responder Liaison
Notices in English, Spanish, and any other language common to the employer’s employee population must be posted.
Employers with first responders, including peace officers, emergency medical technicians, paramedics, firefighters, and emergency medical services volunteers
Specialty
28 T.A.C. 276.5 (d)
N/A
Hazardous Communication Act of Texas/Right-to-Know
Bilingual
All employers without workers’ compensation insurance
Specialty
Workers’ Compensation (Notice 5) Employer must fill in information.
Notices in English, Spanish, and any other language common to the employer’s employee population must be posted.
All employers without workers’ compensation insurance
Specialty
Administrative penalty, amount not specified.
Workers’ Compensation (Notice 6) Employer must fill in information.
Notices in English, Spanish, and any other language common to the employer’s employee population must be posted.
All employers with workers’ compensation insurance
Specialty
Administrative penalty, amount not specified.
Office of Injured Employee Counsel – Ombudsman Program
Notices in English, Spanish, and any other language common to the employer’s employee population must be posted.
All employers with workers’ compensation insurance
Specialty
N/A
Workers’ Compensation (Notice 7)
Bilingual
Building or construction projects for government entities
Specialty
28 T.A.C. 110.101 (e)(2)
Administrative penalty, amount not specified.
Workers’ Compensation (Notice 8)
Bilingual
Building or construction projects for government entities
Specialty
28 T.A.C. 110.110 (d)(7)
N/A
Workers’ Compensation (Notice 9) – Regarding Certain Work-Related Communicable Diseases and Eligibility for Workers’ Compensation Benefits
Bilingual
Law enforcement officers, fire fighters, emergency medical service employees, paramedics, and correctional officers
Specialty
N/A
Workers’ Compensation (Notice 10)
Bilingual
Employers that are members of a Self- Insurance Group (SIG)
Specialty
28 T.A.C. 110.101(e)(3)
Administrative penalty, amount not specified.
Pregnancy and Related Conditions
This notice may be posted or placed in an employee handbook.
All employers with 15 or more employees
General
UT Code 34A-5-106 (7)(e)
N/A
Employer’s Liability and Workers’ Compensation
Employer must fill in information.
All employers
General
N/A
Sexual Harassment is Illegal
Employer must fill in information.
All employers
General
N/A
Safety & Health Protection on the Job (VOSHA)
All employers
General
$12,675 per violation. [21 V.S.A. 210 (8)]
Workers’ Compensation Reinstatement Rights
All employers with 10 or more employees working 15 hours a week
General
N/A
Parental Leave, Family Leave, and Short-Term Family Leave
All employers with 10 or more employees working 15 hours a week
General
21 V.S.A. 472 (d)
N/A
Healthcare Whistleblower’s Protection Act
Hospitals and nursing homes
Specialty
$100 per day of violation.
Workers’ Compensation
All employers subject to the state’s workers’ compensation law
General
N/A
Unemployment Insurance
All employers subject to the state’s unemployment insurance law
General
Class 1 misdemeanor per day of violation; fine amount unspecified.
Job Safety and Health Protection (VOSH)
All employers
General
Not more than $12,471. [VA Code 40.1-49.4]
Reasonable Accommodations for Disability
All employers with five or more employees
General
N/A
Reasonable Accommodations for Pregnancy
All employers with five or more employees
General
VA Code 2.2-3909 (D)
N/A
Covenants not to compete
All employers
General
First violation: warning.
Second violation: not to exceed $250.
Third/subsequent violation: not to exceed $1,000.
Seizure First Aid
Employees with 25 or more employees
General
Acts of Assembly Chapter 162 (2022) (pdf)
N/A
Human Trafficking
Truck stops, adult entertainment (striptease) clubs
Specialty
$100 (truck stop) $500 (adult entertainment establishment)
Your Rights as a Worker in Washington State (Wage & Hour, Family Care and Family Leave, Youth Employment)
All employers
General
Minimum Wage Act: RCW 49.46
Family Care Act: RCW 49.12.275
Family Leave Act: RCW 49.46.210
Domestic Violence Leave: RCW 49.76.130
Not to exceed $200 for each violation. [RCW 49.12.285]
Workers’ Compensation
Employer must fill in information.
All employers
General
Not to exceed $1,000. [RCW 51.48.080]
Domestic Violence Resources
All employers
General
Not less than $20 nor more than $250. [RCW 50.36.010]
Paid Family and Medical Leave
All employers except federal employers
General
Not more than $100 for each offense.
Notice to Employees - If Self Insured/Ombudsman
Self-insured employers in Washington
Specialty
N/A
Unemployment Benefits - Religious employees not eligible
Churches or religious organizations who do not provide unemployment coverage
Specialty
Not less than $20 nor more than $250. [RCW 50.36.010]
Human Rights Act (Discrimination in Employment)
All employers
General
N/A
Workers’ Compensation
Employers must post a notice identifying its workers’ compensation insurer (name, address, and telephone number) and the person to contact with questions about a claim.
All employers
General
Nurses Overtime and Patient Safety Act
Hospitals, except for hospitals operated by state or government agencies. Does not include hospitals with a collective bargaining agreement that addresses the same requirements that are covered by the Act.
Specialty
First offense: warning.
Second offense: Fine not to exceed $500.
Third/subsequent offense: Not less than $2,500 nor more than $5,000. [W. Va. Code 21-5F-4]
Minimum Wage (Includes maximum allowances for board and lodging)
Recommended for all employers
General
N/A
Unemployment Insurance
All employers subject to Wisconsin’s unemployment compensation law
General
N/A
Child Labor Law – Hours and Times of Day Minors May Work
All employers who hire minors
General
N/A
Employee Protections Against Use of Honesty Testing Devices
Employers who use honesty testing
General
Not more than $10,000. [Wis. Stat. 111.37 (8)]
Family and Medical Leave Act (FMLA)
Employers with 50 or more employees
General
Wis. Stat. 103.10 (14)
N/A
Business Closing/Mass Layoff Notification
Employers with 50 or more employees
General
Not more than $100.
Notice Required for Cessation of Health Care Benefits
Employers with 50 or more employees
General
Not more than $100.
Bone Marrow and Organ Donation Leave Act
Employers with 50 or more employees
General
Wis. Stat. 103.11 (14)
Not more than $100.
Workers with Disabilities Paid at Special Minimum Wage
Employers with a special minimum wage license issued by the Department of Workforce Development
Specialty
N/A
Retaliation Protection for Health Care Workers
Employers who are health care providers or who own or manage a health care facility
Specialty
Not more than $100.
Workplace Safety & Health Protection for Public Employees
Public sector employers
Specialty
Wis. Stat. 101.055 (7)(d)
N/A
Hazardous Chemicals in the Workplace?
Public sector employers
Specialty
N/A
Safety & Health Protection on the Job (WYOSH)
All employers
General
Wyo. Stat. 27-11-101 et seq.
Not to exceed $16,131 [Wyo. Admin Rules. 053.0014.3.07172024]
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