The below list may include updates to existing posters, additional postings that will be added to federal and state labor law posters, or new individual notices that may be required to be posted.
| Federal | Updated Posting | Mandatory or Recommended | ||||
| N/A | N/A | N/A | ||||
| State | Updated Posting | Mandatory or Recommended | ||||
| California | California has added a Fast-Food Workers’ Minimum Wage order to its offering. | MANDATORY | ||||
| Louisiana | The Louisiana Workforce Commission has updated its National Guard notice. The updated notice reflects a change to the website for employees to obtain additional information. The poster revision date is April 2, 2024. | MANDATORY | ||||
| Maine | Maine passed a law requiring that employers with more than 50 full-time equivalent employees display a poster about veterans’ benefits and services. This poster needs to be displayed in a conspicuous place that is accessible to employees. You can find a copy here. | MANDATORY | ||||
| Maine has added an Employee Freedom of Speech | MANDATORY | |||||
| Michigan | The Michigan Department of Civil Rights has updated its Discrimination in Employment notice. The updated notice reflects a new law prohibiting discrimination based on hair texture, protected hairstyles, sexual orientation, and gender identity or expression. The poster revision date is March 29, 2024. | MANDATORY | ||||
| Minnesota | Minnesota has added a Whistleblower posting to its offering. | MANDATORY | ||||
| Nevada | The Nevada Department of Business & Industry has updated its Domestic Violence & Sexual Assault Victims Leave Bulletin notice. The updated notice has been reformatted and reworded. The poster revision date is March 22, 2024. | MANDATORY | ||||
| The Nevada Department of Business & Industry has updated their Department of Employment, Training and Rehabilitation (DETR) notice. The updated notice reflects the updated job training and employment programs website. The poster revision date is March 22, 2024. | MANDATORY | |||||
| The Nevada Department of Business & Industry has updated their COVID-19 Vaccination Leave notice. The updated notice reflects a new address for the Labor Commissioner office as well as a new director and labor commissioner. The poster revision date is March 22, 2024. | MANDATORY | |||||
| The Nevada Department of Business & Industry has updated their Sick Leave notice. The updated notice reflects a new address for the Labor Commissioner office as well as a new director and labor commissioner. The poster revision date is March 22, 2024. | MANDATORY | |||||
| The Nevada Occupational Safety and Health Administration has updated their Safety and Health Protection on the Job notice. The updated notice reflects new mandatory penalty amounts for each serious violation and non-serious violation, as well as a daily penalty for failing to correct a violation. The poster revision date is March 22, 2024. | MANDATORY | |||||
| New York | New York has added a Discrimination Against Engagement in Certain Activities posting to its offering. | MANDATORY | ||||
| Ohio | The Ohio Department of Health has updated its No Smoking notice. The updated notice reflects that e-cigarettes/vaping are prohibited in places of employment. The poster revision date is March 19, 2024. | MANDATORY | ||||
|
Oregon |
The Oregon Bureau of Labor and Industries has updated its OSHA notice. The updated notice reflects a new law regarding an employee’s right to refuse to perform dangerous work. In addition, the new law prohibits employers from retaliating or discriminating against an employee who refuses to perform a hazardous task that would expose them to imminent danger or serious physical harm when there is no reasonable alternative. The poster revision date is March 28, 2024. | MANDATORY | ||||
| Oregon has issued an updated OSHA “It’s The Law” Notice featuring several revisions. Updates include modifications to information regarding employees’ rights during hazardous tasks, work-related exposure records, and injury logs. Furthermore, the address for registering complaints has been amended, and a QR Code has been incorporated to provide easy access to whistleblower rights information. | MANDATORY | |||||
| Oregon has updated its Safety & Health Protection on the Job posting in English and Spanish with numerous verbiage edits and added a Captive Audience posting to its offering. | MANDATORY | |||||
| South Dakota | South Dakota has updated its Unemployment Compensation posting in English and Spanish with a new URL and the removal of locations. | MANDATORY | ||||
| City | Updated Posting | Mandatory or Recommended | ||||
| Salinas, CA | Salinas, CA, has added a Salinas Sexual and Gender Discrimination posting to its offering. | MANDATORY | ||||
| New York City, NY | The New York City Department of Consumer Affairs and Worker Protection (DCWP) has released its “Know Your Rights at Work” notice. The new law requires employers to display the notice where employees can easily see it and give a copy to each employee. All employers in New York City must post this required multilingual Know Your Rights at Work notice by July 1, 2024 | MANDATORY | ||||
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Contact VensureHRThis communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
