{"id":2536,"date":"2018-06-27T13:47:38","date_gmt":"2018-06-27T13:47:38","guid":{"rendered":"https:\/\/www.hrdirectapps.com\/blog\/?p=2536"},"modified":"2018-12-13T20:47:32","modified_gmt":"2018-12-13T20:47:32","slug":"avoid-labor-law-poster-penalties","status":"publish","type":"post","link":"https:\/\/www.hrdirectapps.com\/blog\/avoid-labor-law-poster-penalties\/","title":{"rendered":"Why Posting Compliance Is a Must for Every U.S. Employer"},"content":{"rendered":"

\r\n It\u2019s the law<\/em><\/strong> Yet you\u2019d be surprised how many small businesses ignore the importance of workplace labor law postings. They mistakenly think that no one is checking these posters, or that the chances of getting \u201ccaught\u201d are low.\r\n<\/p>\r\n

\r\n What these employers underestimate is the growing awareness workers (and their attorneys) have about employee rights. All it takes is a government investigation related to these rights \u2013 and you\u2019ve opened the door to potential fines and legal complications.\r\n<\/p>\r\n

\r\n Impact Could Be Devastating for Small Businesses\r\n<\/h2>\r\n

\r\n It\u2019s true \u2026 federal, state or local agents typically don\u2019t visit a workplace just to inspect posters. However, when they show up for another reason, such as a Form I-9 audit, OSHA inspection, EEOC onsite investigation or Department of Labor (DOL) follow-up to an employee complaint, they absolutely will check posting compliance.\r\n<\/p>\r\n

\r\n Posting fines can be steep, especially for small business owners. Federal violation fines can amount to $34,000 per location, and state and local posting fines range between $100 and $1,000 per violation. (Each posting carries its own fines, because every agency and posting law is different.)\r\n<\/p>\r\n

\r\n With increased media attention around high-profile lawsuits and heightened government enforcement, more and more employees are paying attention to their workplace rights (and violations). Educated employees likely will notice when employee postings are missing or outdated, and they may conclude employers don\u2019t take compliance seriously. With every termination, layoff, demotion or other negative employment action, there is a risk that affected individuals will seek legal advice or contact government agencies.\r\n<\/p>\r\n

\r\n Once that happens, your posting compliance may be scrutinized, and the financial impact to your business for violations could be crushing.\r\n<\/p>\r\n\r\n

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\r\n An employer sued for discrimination, on average, faces the following costs just to defend a case:\r\n <\/p>\r\n