Labor Law Updates

Calling a worker an independent contractor doesn't make them one. Classification depends on how the work is performed, and federal and state agencies each apply their own tests to decide. Get it wrong, and your business could owe back wages, taxes and penalties.

Keeping track of labor law posting changes is demanding for any employer, but the challenges multiply for businesses operating across multiple states, counties and cities. To show you just how extensive this undertaking can be, let’s consider a fictional coffeehouse chain. We’ll look at the typical posting requirements impacting such a business and, most important, how a labor law posting subscription service can keep them current and compliant.

Complying with federal, state and local labor law postings is a fundamental responsibility for all U.S. employers. In addition to the six mandatory federal postings, you may need to display multiple state-issued posters, depending on your location. Plus, county and city regulations introduce yet another layer of complexity, often requiring additional postings. These requirements shift constantly, adding up to more than 200 mandatory posting changes a year.

You're keeping current with all labor law postings impacting your business, so you're fully compliant, right? Not necessarily. Beyond workplace postings, U.S. employers must also distribute notifications directly to employees under specific circumstances. These mandatory employee handouts are often overlooked, which can put your business at risk.

Starting a business takes more than registering your company and hiring your first employee. The moment you become an employer, new business labor law requirements apply to you, including federal, state and local workplace postings and employee notices. Getting them right from the start is far easier and less expensive than fixing problems after an employee complaint or a regulator comes calling.