Legal Blog
2021 Labor Postings: Start the Year Off Right
The holidays – even during a pandemic – are busy. In our personal lives, many of us seek to find ways to connect with loved ones. Professionally, we spend time recapping the year with (virtual) holiday events. Despite all of the celebrations, it is important to remember compliance deadlines and initiatives for the new year.
Workplace posters continue to be an important part of compliance requirements. Organizations that fail to post can face substantial fines. For example, a failure to distribute the poster for D.C. Universal Paid Leave Act (UPL) can carry a fine of $100 per day. Email distribution is sufficient in many cases, however, what constitutes adequate postings depends on the law. Many employers need to post both federal (i.e. ADA, FMLA, FLSA, etc.) and state posters (i.e. workers’ compensation, anti-harassment, and unemployment – depending on the state).
With so many laws, keeping on top of what is actually mandated can seem overwhelming. I recommend checking out the Department of Labor’s (DOL) website. In addition to including helpful “Frequently Asked Questions,” it contains a “FirstStep Poster Advisor” that helps identify applicable posters based on information that you input on the specific characteristics of your organization. It also identifies poster requirements for states where you operate. In order to ensure that you do not miss state-specific requirements, it is helpful to cross-reference with state and local government’s respective websites (i.e. Virginia Employment Commission). Reviewing and distributing required posters is an easy way to help start 2021 off on the right foot. Feel free to reach out to me to discuss poster requirements particularly in the age of COVID-19.
ABOUT THEODORA STRINGHAM
tstringham@offitkurman.com | 703-745-1849
Theodora Stringham assists individuals, businesses, and organizations with growing successfully while minimizing liability. Focusing on real estate and personnel needs, Ms. Stringham executes sustainable plans for real estate development and employee matters. She provides comprehensive representation for everyday growth issues, including, but not limited to, re-zonings, site plan approvals, eminent domain/valuation concerns, employment discrimination, and disciplinary issues. Ms. Stringham’s scope of representation ranges from identifying potential liability and providing counseling/trainings, all the way through representation at trial.
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