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.
| State | Updated Posting | Mandatory or Recommended | ||||
| Iowa | The Iowa Department of Inspections, Appeals, & Licensing has updated its Job Safety and Health (OSHA) notice. The updated notice reflects a new address, logo, and email for the Iowa Division of Labor office. The poster revision date is May 14, 2024. | MANDATORY | ||||
| Kansas | Kansas has updated its Unemployment Insurance posting with changes to its office hours. | MANDATORY | ||||
| The Kansas Department of Labor has released its Human Trafficking notice. The newly released notice reflects a new law that requires employers to post a Human Trafficking notice in the workplace offering help to victims of human trafficking. The notice must be posted in a prominent and accessible location in the workplace. The poster revision date is May 28, 2024. | MANDATORY | |||||
| New York State | The New York State Division of Human Rights has updated its Fair Employment notice. The updated notice reflects that employers are now prohibited from discriminating based on citizenship or immigration status. In addition, the statute of limitations for discrimination claims brought under the New York State Human Rights Law has increased from one year to three years. The poster revision date is June 05, 2024. | MANDATORY | ||||
| New York has released an updated Fair Employment / Discrimination required notice. The notice has been updated to include citizenship or immigration status as a new protected category, prohibiting employers from discriminating on these grounds. The update also extends the statute of limitations for discrimination claims under the New York State Human Rights Law from one year to three years. | MANDATORY | |||||
| Ohio | The Ohio Bureau of Workers’ Compensation has updated its Public Employment Risk Reduction Program (PERRP) notice. The updated notice reflects a new email address for employers to request compliance assistance. The poster revision date is May 17, 2024. | MANDATORY | ||||
| The Ohio Department of Job & Family Services has updated its Unemployment Insurance notice. The updated notice reflects a new Governor and a new Director. In addition, the updated notice reflects a new department logo. The poster revision date is May 17, 2024. | MANDATORY | |||||
| South Dakota | South Dakota has updated its Unemployment Insurance Notice | MANDATORY | ||||
| North Dakota | The North Dakota Department of Labor and Human Rights has updated their Minimum Wage and Work Conditions notice. The updated notice reflects a new logo. The poster revision date is June 3, 2024. | MANDATORY | ||||
| The North Dakota Department of Labor and Human Rights has updated their Unemployment Compensation notice. The updated notice reflects a new logo. The poster revision date is June 3, 2024. | MANDATORY | |||||
| Tennessee | The Tennessee Department of Labor and Workforce Development has updated their Wage Regulation/Child Labor Law notice. The updated notice clarifies which occupations are prohibited for minors as well as the hours they are allowed to work. Minors who are 14 and 15 years old may not work between 7:00 pm and 7:00 am if the next day is a school day or between 9:00 pm and 6:00 am if the next day is not a school day. The poster revision date is June 6, 2024. | MANDATORY | ||||
| Virginia | The Virginia Employment Commission has updated its Unemployment Insurance Benefits notice. The updated notice reflects that employers must provide a copy of the notice to each worker at the time of separation from employment. In addition, the updated notice includes information an applicant will need to provide when applying for unemployment benefits. The poster revision date is May 21, 2024. | MANDATORY | ||||
| Virginia has released a revised Unemployment Insurance Notice which has changed throughout and now includes a requirement that employers must also provide a copy of the notice to each worker at the time of separation from employment. | MANDATORY | |||||
| Virginia has updated its Notice to Workers (Unemployment Insurance) posting in English and Spanish with the addition of information on documents needed to provide to the agency and a new notice requirement. | MANDATORY | |||||
| Wisconsin | Wisconsin has updated its UI Benefits, Notice to Employees About Claiming posting in Spanish with formatting changes, language updates, and the addition of a QR code. | MANDATORY | ||||
| City | Updated Posting | Mandatory or Recommended | ||||
| Berkeley, CA | Berkeley, CA, has updated its Berkeley Minimum Wage posting in English and Spanish with a new minimum wage rate. | MANDATORY | ||||
| Milpitas, CA | Milpitas, CA, has updated its Milpitas Minimum Wage posting in English, Vietnamese, Chinese, and Spanish and its Milpitas Know Your Rights posting in English, Vietnamese, Chinese, and Spanish with a new minimum wage rate. | MANDATORY | ||||
| San Francisco, CA | San Francisco, CA, has updated its San Francisco Minimum Wage posting with a new minimum wage rate. | MANDATORY | ||||
| Santa Monica, CA | Santa Monica, CA, has updated its Santa Monica Minimum Wage posting in English and Spanish with a new minimum wage rate. | 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.
