If fire extinguishers are available for employee use, it is the employer's responsibility to educate employees on the principles and practices of using a fire extinguisher and the hazards associated with fighting small or developing fires [29 CFR 1910.157(g)(1)].
This education must be provided annually and when a new employee is first hired [29 CFR 1910.157(g)(2)]. fighting small or developing fires [29 CFR 1910.157(g)(1)].
Help prevent fire accidents and liability issues with this Fire Safety Extinguisher poster. Assist in OSHA standards.
OSHA Standard 1910.151(b) states: "In the absence of an infirmary, clinic, or hospital in near proximity to the workplace which is used for the treatment of all injured employees, a person or persons shall be adequately trained to render first aid. Adequate first aid supplies shall be readily available."
OSHA requires that employees are trained on label elements (i.e., pictograms, hazard statements, precautionary statements, and signal words) and SDS format by December 1, 2013. Changes to the Occupational Safety and Health Administration's (OSHA) Hazard Communication Standard are bringing the United States into alignment with the Globally Harmonized System of Classification.
It is mandatory to post the Heat Stress poster for employees engaged in outdoor operations conducted in hot weather. Heat Stress Poster list ways to protect and treat workers from effects of heat. Hot summer months pose special hazards for outdoor workers who must protect themselves against heat, sun exposure, and other hazards.
Informational Updates Let us help your business remain in compliance with updated labor law postings.
Failure to post can be an expensive
proposition. On the federal level, if you fail to display all of the
required labor law posters, you can be fined $17,000. States have different
requirements and pose their own penalties. Beyond penalties, failure to post
can expose your company to other liabilities.
Employees have argued in court that they did not know their rights because the companies failed to maintain labor law posters. This opens the door for
employees to file lawsuits beyond the statute of limitations. Which means that
workers previously employed by the company three, four, or even five years ago
could potentially sue the employer.
Let State and Federal Poster, Inc.
handle all of your labor law poster needs and we will make sure your company is
protected from all of these unnecessary risks.
The Purpose Of Labor Law Posters
The purpose of the state and federal posters is to ensure that all employees understand
and have access to information regarding their employment rights. It is to
ensure that all workers know their labor law rights with regards to safety, pay
There are a few different posters that are required to be posted within
employee view. The different topics covered include: Family and Medical Leave,
Employee Disabilities Rights, Minimum Wage, Fair Labor Standards Act, Equal
Employment Opportunity, Federal Contractors, Polygraph Protection, Veteran
Rights and Job Safety and Health. Each poster has its own information that must
be in plain view of the employees.
Safety posters, for example, would
list laws regarding employee safety and what steps a company has to follow to
ensure that safety. It also lists what steps should be followed if there is an
injury or health risk. Equal Employment Opportunity posters list the laws that
require an employer does not discriminate in hiring practices. Minimum Wage
posters give employees answers on how much the employer has to pay, and
employee disabilities rights posters list laws against discrimination based on
disabilities and laws for accommodating disabilities.
It should be noted that not all employers are required to show all posters.
Some posters depend on the type of business that is being run. An example would
be the Family Medical Leave Act. Not all small businesses are required to post
this information due to the fact that not all small businesses fall under its
law. Not posting the required posters is against the law. If noticed by a labor
official, it could result in fines against the company.