Did you know that federal and state agencies aren’t the only authorities issuing labor law postings? These days, many cities and counties require businesses to post additional employee notices.
Because it’s a fairly new trend, you may not even be aware if you’re affected — or to what extent, if you operate in multiple cities. But for total compliance, you need to add local-level postings to your posting compliance responsibilities. You also need to be certain you’re partnering with a labor law posting service provider that effectively closes this gap with posting coverage.
The Rise in Local-Level Labor Law Postings
The more than 100 (and growing) city and county postings cover a variety of employment laws similar to federal and state posters. In many cases, however, these laws provide more ample employee rights, such as higher minimum wages, paid medical leave and different legally protected characteristics (such as sexual orientation).
Here is a list of the some of the cities where local postings are now required:
- AZ — Flagstaff, Tucson
- CA — Belmont, Berkeley, Cupertino, Daly City, El Cerrito, Emeryville, Los Altos, Los Angeles, Los Angeles County (Unincorporated Areas), Milpitas, Mountain View, Oakland, Palo Alto, Pasadena, Redwood City, Richmond, San Diego, San Francisco, San Jose, San Leandro, San Mateo, Santa Clara, Santa Cruz, Santa Monica, Sunnyvale
- CO — Denver
- FL — Broward County, Miami Beach, St. Petersburg
- IL — Chicago, Cook County
- MD — Montgomery County, Prince George’s County
- ME — Portland
- MN — Minneapolis, St. Paul
- NE — Fremont, Lincoln
- NM — Albuquerque, Bernalillo County, Las Cruces, Santa Fe
- NY — New York City
- PA — Philadelphia
- TX — Beaumont, Corpus Christi
- WA — Seattle, Tacoma
In a few of these cities, multiple postings are required. For example, employers in San Francisco now have to post 10 additional notices on top of the federal and state postings, which adds up to 31 total postings!
Something else to keep in mind: You must display all labor law postings, even if they have conflicting information (such as minimum wages). States may choose to pass laws that are more generous to employees than federal law and, further still, cities can pass laws that provide more coverage than state law. So you could have a situation where three different minimum wage rates are in effect — with the city wage being the highest. In practice, you must uphold the law that is the most generous to your employees, but you still have to post all three notices.
We Can Help You Manage Every Possible Gap
Labor law posting requirements are getting more and more complex, largely due to new areas of compliance like city and county postings. With a service like Poster Guard® Compliance Protection, you can be confident you’re closing every possible gap. Almost daily, the legal team analyzes new legislation and ordinances in cities and counties in the U.S. to determine whether they require mandatory postings. Poster Guard service is guaranteed to be 100% compliant with current laws. As a result, you receive 365 days of complete labor law coverage at the federal, state and local levels.
