NO SMOKING NOTICE NO SMOKING NO FUMAR. 2 Pennsylvania Printable Labor Laws. There s a new Air about Pennsylvania Smoke-Free is now the Law!

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1 NO SMOKING NOTICE NO SMOKING There s a new Air about Pennsylvania Smoke-Free is now the Law! NO FUMAR Hay un nuevo aire sobre Pennsylvania Libre de humo es ahora la Ley! 2 Pennsylvania Printable Labor Laws

2 PENNSYLVANIA MINIMUM WAGE MINIMUM WAGE LAW SUMMARY Must be Posted in a Conspicuous Place in Every Pennsylvania Business Governed by the Minimum Wage Act Overtime Rate: MINIMUM WAGE RATE: $7.25 per hour Tipped Employees: Keeping Records: Exemptions: Special Allowances For: EXEMPTIONS FROM BOTH MINIMUM WAGE AND OVERTIME RATES Labor on a farm Domestic service in or about the private home of the employer Delivery of newspapers to the consumer published or a bordering county Golf caddy Switchboard operator employed by an independently-owned public telephone company which has no more than 750 stations ALLOWANCES Board: Lodging: Reasonable Cost: 3 Pennsylvania Printable Labor Laws

3 PENNSYLVANIA MINIMUM WAGE EXCEPTIONS FROM MINIMUM WAGE RATES Learners: Students: EXEMPTIONS FROM OVERTIME RATES A seaman - - FOR QUESTIONS/COMPLAINTS CONTACT: Phone: or Armstron Fayette Forest COUNTIES SERVED: Fulton Huntingdon Potter Somerset Warren Westmoreland Phone: or Adams Dauphin Franklin Lancaster Lebanon Montour Perry Snyder Phone: or Delaware Montgomery Philadelphia Phone: or Allegheny Greene Lawrence Mercer Washington 100 Lackawanna Avenue Phone: or Lackawanna Lehigh Lycoming Monroe Pike Schuylkill Sullivan Tioga Wayne Wyoming More Information is Available Online 4 Pennsylvania Printable Labor Laws

4 CHILD LABOR LAWS DEPARTMENT OF LABOR & INDUSTRY BUREAU OF LABOR LAW COMPLIANCE ABSTRACT OF THE CHILD LABOR ACT HOURS PROVISIONS MUST BE POSTED IN A CONSPICUOUS PLACE WHERE ANY PERSON UNDER AGE 18 IS EMPLOYED HOURS OF EMPLOYMENT AGES 14 & 15* HOURS OF EMPLOYMENT During School Term: WORK TIME Exceptions: During school vacations, minors may be employed until 9 p.m. Minors at least age 11 may be employed in newspaper delivery from 5 a.m. to 8 p.m., except during school vacation, then until 9 p.m. Members of volunteer p.m. with written parental consent. During School Vacations: HOURS OF EMPLOYMENT During School Term: During School Vacations: HOURS OF EMPLOYMENT AGES 16 & 17* ** WORK TIME MAXIMUM EMPLOYMENT: NOT MORE THAN six CONSECUTIVE DAYS (except newspaper delivery). 30 MINUTE MEAL PERIOD REQUIRED ON OR BEFORE five CONSECUTIVE HOURS OF WORK. For further information on the Child Labor Act, please consult the Department of Labor & Industry s website at and click on Labor Law Compliance. Altoona District Office Harrisburg District Office Philadelphia District Office Pittsburgh District Office Scranton District Office Auxiliary aids and services are available upon request to individuals with disabilities. Equal Opportunity Employer/Program 5 Pennsylvania Printable Labor Laws

5 CHILD LABOR LAWS FOLLOWING ARE THE HOURS OF WORK FOR MINORS UNDER EIGHTEEN EMPLOYED AT Age Sunday Monday Tuesday Wednesday Thursday Friday Saturday Total school hours per week if From To From To From To From To From To From To From To Total hours for week NONE 0 0 NONE NONE NONE NONE 10/2016 Date Manager Signature COMMONWEALTH OF PENNSYLVANIA DEPARTMENT OF LABOR AND INDUSTRY BUREAU OF LABOR LAW COMPLIANCE 6 Pennsylvania Printable Labor Laws

6 DISCRIMINATION COMMONWEALTH OF PENNSYLVANIA HUMAN RELATIONS COMMISSION EMPLOYMENT PROVISIONS OF THE PENNSYLVANIA HUMAN RELATIONS ACT (Act of October 27, 1955, P.L. 744, as Amended) PURPOSE OF PROVISIONS UNLAWFUL DISCRIMINATORY PRACTICES PARTIES SUBJECT TO THE ACT PARTIES EXEMPT FROM THE ACT WARNING: Removing, defacing, covering up or destroying this notice is a violation of the Pennsylvania Crimes Code and may subject you to fine or imprisonment. Pittsburgh Harrisburg Philadelphia 7 Pennsylvania Printable Labor Laws

7 WORKERS COMPENSATION REMEMBER: IT IS IMPORTANT TO TELL YOUR EMPLOYER ABOUT YOUR INJURY The name, address and telephone number of your employer s workers compensation insurance company, third-party administrator (TPA), or person handling the workers compensation claims for your company, as shown below. Employer Name Eliassen Group 10/2016 DATE POSTED: IF INSURED: (Complete all applicable spaces) IF SOMEONE OTHER THAN INSURER IS HANDLING CLAIMS: (COMPLETE ALL APPLICABLE SPACES) NAME OF INSURANCE COMPANY: NAME OF TPA (CLAIMS ADMINISTRATOR): One Beacon Insurance ADDRESS: TELEPHONE NUMBER: Laurie Wasta 605 Highway 169 North, Plymouth MN Audubon Rd, Wakefield MA ADDRESS: TELEPHONE NUMBER: INSURER CODE: IF SELF-INSURED: (COMPLETE ALL APPLICABLE SPACES) NAME OF PERSON HANDLING CLAIMS AT THE SELF-INSURED: N/A IF SOMEONE OTHER THAN SELF-INSURER IS HANDLING CLAIMS: (COMPLETE ALL APPLICABLE SPACES) NAME OF TPA (CLAIMS ADMINISTRATOR): N/A ADDRESS: ADDRESS: TELEPHONE NUMBER: TELEPHONE NUMBER: INSURED CODE: Employer Information Services Claims Information Services Hearing Impaired 8 Pennsylvania Printable Labor Laws

8 EQUAL PAY LAW Must be Posted in a Conspicuous Place in Every Pennsylvania Business Governed by the Equal Pay Law ABSTRACT OF THE EQUAL PAY LAW Discrimination on Basis of Sex Prohibited Prohibits discrimination by any employer in any place of employment any employee at a rate less than the rate paid to employees or merit increase system that does not discriminate on the Department of Labor Records Required Penalties Administration Collection of Unpaid Wages in Case of Discrimination Provides for the collection of unpaid wages due under the act and period for such action to two years from the date upon which More Information is Available Online 9 Pennsylvania Printable Labor Laws

9 PUBLIC ACCOMMODATION PUBLIC ACCOMMODATION PROVISIONS PENNSYLVANIA HUMAN RELATIONS ACT WARNING: Removing, defacing, covering up or destroying this notice is a violation of the Pennsylvania Crimes Code and may subject you to fine or imprisonment. For further information, write, phone or visit the Pennsylvania Human Relations Commission: Pittsburgh Harrisburg 8th Floor Philadelphia 10 Pennsylvania Printable Labor Laws

10 PENNSYLVANIA WORKER & COMMUNITY RIGHT TO KNOW ACT EMPLOYEE WORKPLACE NOTICE PUBLIC SECTOR The Pennsylvania Worker and Community Right to Know Act requires that information about hazardous substances in the workplace and in the environment is available to public sector employees and employees of private sector workplaces not covered by the Federal Occupational Safety and Health Administration (OSHA) Hazard Communication Standard and to all persons living or working in the state. Employee rights listed below are further defined in the Worker and Community Right to Know Act (P.L. 734, No. 159) and Regulations. For additional information, contact the Department of Labor & Industry, Bureau of Workers Compensation, Health & Safety Division, 1171 S. Cameron Street, Room 324, Harrisburg, Pennsylvania ; Phone: ; Fax: ; Employee Workplace Notice: Public sector employers must post this notice informing employees of their rights under workplace at a location where employee notices are normally Training: Public sector employers and private sector employers provide an annual education and training program to employees presented either in written form or in training sess Hazardous Substance Survey Form: - substances found in the workplace during the prior calendar Public sector employers and private sector employers not workplace and must provide a copy to any employee upon Work Area List: substances used or produced in a specific work area in and must offer a copy to any employee newly assigned to that Material Safety Data Sheet: The Material Safety Data Sheet without the intervention or permission of management or fails to provide the employee with proof of the employer s effort employee may refuse to work Environmental Hazard Survey Form: - any employee upon Labeling: or port of a pipeline system so that employees can easily identify Health and Exposure Records: Public sector employers and Non-discrimination: days from the date of the alleged violation to file a written 11 Pennsylvania Printable Labor Laws

11 UNEMPLOYMENT COMPENSATION PENNSYLVANIA UNEMPLOYMENT COMPENSATION Under the provisions of the Pennsylvania Unemployment Compensation (UC) Law, I am registered with the Pennsylvania Department of Labor & Industry as: NAME ADDRESS Eliassen Group 30 Audubon Rd, Wakefield MA Ask Company EMPLOYER ACCOUNT NUMBER The UC Law can provide you with an income during periods when you are either partially or totally unemployed through no fault of your own. If you become UNEMPLOYED or your HOURS ARE REDUCED due to LACK OF WORK, the company, department, agency, commission, or bureau where you worked may provide you with a completed Form UC-1609, How to Apply for Unemployment Compensation (UC) Benefits. Your UC application will be dated effective the week in which you actually file the application for benefits. You should file a new claim or reopen an existing claim during the first week in which you are unemployed or that your hours are reduced. You may risk losing some benefit eligibility if you file after the first week you are unemployed. IMPORTANT NOTE: To file an application for UC benefits, you will need to provide your: Form UC-1609 prior claim) Scan with your mobile phone You may file your new application, reopen an existing claim or get information about the UC Program online at or by calling the UC Service Center at TTY: (Hearing Impaired) at When claiming UC benefits, you must report gross wages that you earned during any week for which you are claiming UC benefits. Computer crossmatching is used to detect the illegal receipt of UC payments resulting from unreported work and earnings, as well as unreported pensions. REMEMBER: Whenever you have questions or any problem regarding your UC claim, contact your UC Service Center. Do not take outside advice. Outside advice may be incorrect and could adversely affect your eligibility to receive UC benefits. A person who knowingly makes a false statement or knowingly withholds information to obtain UC benefits commits a criminal offense under section 801 of the UC Law, 43 P.S. 871, and may be subject to a fine, imprisonment, restitution and loss of future benefits. Auxiliary aids and services are available upon request to individuals with disabilities. Equal Opportunity Employer/Program UC-700 REV Pennsylvania Printable Labor Laws

12 PAYDAY NOTICE Regular Paydays for Employees of Eliassen Group (Company Name) Shall be as follows: Weekly Bi-Weekly Monthly Other Laurie Wasta Human Resources Manager By: Title: 13 Pennsylvania Printable Labor Laws

13 WITHHOLDING STATUS YOU MAY NEED TO CHECK YOUR WITHHOLDING Since you last filed form W-4 with your employer did you... Were there major changes to... If you can answer YES... To any of these questions or you owed extra tax when you filed your last return, you may need to file a new form W-4. See your employer for a copy of Form W-4 or call the IRS at Now is the time to check your withholding. For more details, get Publication 919, on the IRS website. Employer: Please post or publish this Bulletin Board Poster so that your employees will see it. Please indicate where they can get forms and information on this subject. IRS Department of the Treasury Internal Revenue Service Publication 213 (Rev ) Cat. No P 14 Pennsylvania Printable Labor Laws

14 ANTI-DISCRIMINATION Employers CANNOT specify which document(s) they will accept from an employee. The refusal to hire an individual because the documents have a future expiration date may also constitute illegal discrimination. For information, please contact The Office of Special Counsel for Immigration Related Unfair Employment Practices Office at Pennsylvania Printable Labor Laws

15 FEDERAL MINIMUM WAGE EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT FEDERAL MINIMUM WAGE PER HOUR $7.25 BEGINNING JULY 24, 2009 The law requires employers to display this poster where employees can readily see it. OVERTIME PAY At least 1 ½ times your regular rate of pay for all hours worked over 40 in a workweek. CHILD LABOR An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non- in agricultural employment. TIP CREDIT Employers of tipped employees who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee s tips combined with the employer s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference. NURSING MOTHERS The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child s birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk. ENFORCEMENT The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA. ADDITIONAL INFORMATION Commonwealth of Puerto Rico. Some state laws provide greater employee protections; employers must comply with both. Some employers incorrectly classify workers as independent contractors when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA s minimum wage and overtime pay protections and correctly classified independent contractors are not. minimum wage under special certificates issued by the Department of Labor. WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR TTY: WH1088 REV 07/16 16 Pennsylvania Printable Labor Laws

16 EEOC - EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW PRIVATE EMPLOYERS, STATE AND LOCAL GOVERNMENTS, EDUCATIONAL INSTITUTIONS, EMPLOYMENT AGENCIES AND LABOR ORGANIZATIONS RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN employee s religious practices where the accommodation does not impose DISABILITY discrimination includes not making reasonable accommodation to the known AGE protects applicants and employees 40 years of age or older from SEX (WAGES) RACE, COLOR, NATIONAL ORIGIN, SEX employment discrimination causes or may cause discrimination in providing GENETICS protects applicants and employees from discrimination based on genetic RETALIATION All of these Federal laws prohibit covered entities from WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases: RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN PAY SECRECY or discussing their compensation or the compensation of other applicants INDIVIDUALS WITH DISABILITIES discrimination includes not making reasonable accommodation to the known PROTECTED VETERANS RETALIATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE INDIVIDUALS WITH DISABILITIES discriminated against in a program of any institution which receives Federal 17 Pennsylvania Printable Labor Laws

17 FMLA - FAMILY AND MEDICAL LEAVE ACT EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION LEAVE ENTITLEMENTS Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, jobprotected leave in a 12-month period for the following reasons: foster care; child s birth or placement); qualifying serious health condition; that makes the employee unable to perform the employee s job; a military member who is the employee s spouse, child, or parent. An eligible employee who is a covered servicemember s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer s normal paid leave policies. BENEFITS & PROTECTIONS While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA. ELIGIBILITY REQUIREMENTS An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: taking leave;* and 50 employees within 75 miles of the employee s worksite. *Special hours of service requirements apply to airline flight crew employees. REQUESTING LEAVE advance notice of the need for FMLA leave. If it is not possible to give 30-days notice, an employee must notify the employer as soon as possible and, generally, follow the employer s usual procedures. Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required. EMPLOYER RESPONSIBILITIES Once an employer becomes aware that an employee s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility. Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave. ENFORCEMENT Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. For additional information or to file a complaint: USWAGE ( ) TTY: U.S. Department of Labor Wage and Hour Division WH1420a REV 04/16 18 Pennsylvania Printable Labor Laws

18 OFFICE OF SPECIAL COUNSEL UNITED STATES OF AMERICA USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT YOUR RIGHTS UNDER USERRA, THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT REEMPLOYMENT RIGHTS RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION then an employer may not deny you HEALTH INSURANCE PROTECTION ENFORCEMENT USA-DOL or visit its web site at: vets. U.S. Department of Labor U.S. Department of Justice Office of Special Counsel 19 Pennsylvania Printable Labor Laws

19 OSHA - THE OCCUPATIONAL SAFETY AND HEALTH ACT U.S. Department of Labor All workers have the right to: A safe workplace. Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against. Receive information and training on job hazards, including all hazardous substances in your workplace. Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep right to have a representative contact OSHA on your behalf. Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector. Employers must: Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, including raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness. Comply with all applicable OSHA standards. Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours. Provide required training to all workers in a language and vocabulary they can understand. 20 Pennsylvania Printable Labor Laws

20 OSHA - THE OCCUPATIONAL SAFETY AND HEALTH ACT File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights. See any OSHA citations issued to your employer. Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log. Prominently display this poster in the workplace. Post OSHA citations at or near the place of the alleged violations. FREE ASSISTANCE to identify and correct hazards is available to small and mediumsized employers, without citation or penalty, through OSHA-supported consultation programs in every state. This poster is available free from OSHA. Contact OSHA. We can help OSHA (6742) TTY OSHA R Pennsylvania Printable Labor Laws

21 EMPLOYEE POLYGRAPH PROTECTION ACT EMPLOYEE RIGHTS EMPLOYEE POLYGRAPH PROTECTION ACT The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment. PROHIBITIONS Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act. EXEMPTIONS Federal, State and local governments are not affected by the law. Also, the law in national security-related activities. The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers. The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests. EXAMINEE RIGHTS Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a ENFORCEMENT The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job applicants may also bring their own court actions. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT. WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR TTY: WH1462 REV 07/16 22 Pennsylvania Printable Labor Laws