In most cases, we ship an order the same day the order is received. To guarantee same-day shipping for your order, please make sure your order is placed with us by 6:00 PM PST, Monday - Friday. You can place your order online, or by calling our sales department at 800-745-9970. All orders are shipped via UPS, and most orders arrive within 3-5 business days, depending on your U.S. location. For more detailed information on approximate shipping times for your area and shipping costs, please visit our Shipping Information page.

As an added service, OutSolve’s Labor Law Center has a specialized team dedicated to the unique HR compliance needs of corporations. We deliver the compliance expertise, product accuracy, and the dedicated account attention required to address high-demand HR compliance requirements. In addition, we are happy to provide a dedicated compliance representative who will present a customized solution to you upon request, considering your unique business requirements and financial parameters. This customized solution can include suggested products and services from OutSolve, providers of federal reporting, I-9 compliance, state pay data reporting, compensation services, and more. For more information, or to inquire further on our corporate accounts program, please email us at corporate@laborlawcenter.com or call us today at 800-745-9970.

Here at OutSolve Labor Law Center, we are dedicated to offering you a total compliance solution for your business. For your convenience, we offer two accessible live customer service options. Our knowledgeable customer service department can be reached toll free by telephone whenever you need assistance or have questions about our programs or products. Simply call our customer support center at 800-745-9970, and one of our friendly representatives will be glad to assist you. OutSolve Labor Law Center proudly offers its customers another way to address concerns directly through our website by using the Live Chat option. Click on the Live Chat icon at the top of our website to chat with a live customer service representative. Both of our live customer service options are available Monday - Friday from 6:00AM - 5:00PM PST. We look forward to helping you stay informed on the most recent labor law changes, and how changes affect your posting requirements.

Labor law posters are the mandated state and federal employment law notices that employers with at least one employee or more are required to conspicuously post in an area frequented by all employees. Failure to display the correct state and federal employment law notices can result in penalties, fines and lawsuits.

If more than 5% of your employees use English as a second language (ESL), then Spanish versions of the labor law posters are required in the following states: Arizona, California, Florida, Georgia, New Mexico, North Carolina, New York and Texas.

Employers required to display the Family Medical Leave Act (FMLA) Poster must consider the employees who will read the poster and provide it in their primary language, including Spanish.

It is highly recommended that employers with Spanish speaking employees post labor law posters in both English and Spanish because it is the employers' responsibility to ensure that each employee is informed of their workplace rights under state and federal employment laws.

Yes. The following employment law notices for applicants to access must be displayed under federal law: "EEO is the Law" (EEOC), Family and Medical Leave Act (FMLA) and the Employee Polygraph Protection Act (EPPA).

If your business participates in the E-Verify™ program, then you must display the English and Spanish version of the "E-Verify & Anti-Discrimination Notice" for job applicants to see.

Please note that some state employment postings are required to display for applicants. The law itself will state for whom it must be displayed.

Click here to purchase the "Applicant Labor Law Poster".

Physical posting of state and federal employment notices are required by law. Employers must display the labor law posters in an area visited regularly by employees. The Department of Labor is looking at the possibility of online posting as a legal option for employers, either in addition to or in replacement of, physical labor law posters. However employers must currently continue to display physical posters at their workplace.

State and federal employment law notices must be physically displayed. Electronic labor law posters do not meet the legal posting requirements by both the state and federal agencies. Although some laws allow you to post electronic notices in addition to the physical posting requirement. Applicants will access the posters when they visit your workplace for an in-person interview.

Employers must inform all employees, no matter where they work from, of their rights under state and federal employment laws. An employer has two options for satisfying this requirement with employees that work from home: you can send each home-based employee their own copy of the labor law poster or you can post the electronic labor law posters to a company intranet for them to access.

If you have telecommuter employees—employees that visit an office on a regular basis—then displaying the labor law posters at the office will meet your obligations.

No. Certain employment law notices are sized to meet the regulating agency's requirements. By resizing the notice to a font that does not meet agency requirements or is difficult to read, you can be found out of compliance. For example, the "OSHA Job Safety and Health: It's the Law Poster" must be at least 8.5" x 14" inches with 10 point type. If you were to resize this notice, you will be out of compliance with OSHA requirements.

For more than one remote worker in a single location, the state and federal employment law notices should be in area that all remote workers visit regularly. Specific regulations for one remote worker, like those that work from home, have not been passed. Employers can ensure that these remote workers have access and are informed of their state and federal labor laws by issuing electronic labor law posters. These posters can be sent via email or posted to a company intranet for their remote worker to access.

Yes. The state and federal minimum wage posters both must be displayed, but employers will still pay whichever rate is higher. Please note that rules can differ for bonus, tip share, commission or stipend employees, but you are not exempt from posting the minimum wage notices for state and federal.

All federal Contractors have six notices that are specifically required:

• EEO is the Law Notice – includes GINA
• OSHA's Employee Whistle-Blower Rights Notice
• Walsh-Healey Public Contracts Act
• E-Verify & Anti-Discrimination Notice
• National Labor Relations Act Notice (NLRA)
• You Have the Right to Work Notice

There are additional posters required for certain classifications of federal contractors. Please visit this page to learn more.

Labor law posters should be "conspicuously" displayed in area that is frequented by all employees on a regular basis. Examples of such locations include: designated bulletin boards in the break room, above time clocks, in the employee lounge, in a cafeteria or a lunch room.

The posting requirements for state and federal employment notices are that posters must be accessible by all employees on a regular or daily basis. If all your employees do not report to a central location on a regular basis, then you are required to post the notices at each building to meet your obligations.

However, if all employees are required to meet at a central location or headquarters regularly, and have the opportunity to view the postings, then you meet state and federal requirements.

It depends. If you can demonstrate that all employees regularly visit one floor or location, such as the cafeteria, then posting the employment law notices there is compliant. If all employees do not regularly visit the one location, then you are required to display the notices in each break room or other central locations on each floor.

State and federal labor law posters must be replaced whenever the language of the employment law changes. These are classified as mandatory changes or updates. Employers are required to post the correct version of the notice at their workplace. Failure to post the required version can lead to penalties and fines, just as if you had not posted anything at all. Always check your posters on a regular basis to ensure you have the current version posted.

Yes. Failure to post the required, current state and federal employment law notices can result in fines up to $17,000.

• Fines vary by poster and the agency requiring the poster. Fines range from $110 to $10,000.
• The maximum fine is usually applied only if the employer repeatedly or knowingly violated the law.

It is not common for state or federal agencies to inspect your workplaces specifically for labor law posters, although it can happen. In most cases, a federal or state agency investigates your workplace and having the correct labor law posters displayed are part of their investigation.

You can check your labor law poster compliance by visiting our Poster Compliance Check page — click here. With our Poster Compliance Check, you can view the changes to your poster by state or verify if your current poster is compliant or non-compliant. If your state and federal labor law posters do not include the latest revisions, then you may be out of compliance and your posters must be updated.

All labor law posters purchased from OutSolve Labor Law Center include a compliance code on the bottom right hand corner of the poster.

Locating, downloading and printing the individual required notices from the state and federal agencies is a lengthy process. Employers must also stay on top of mandatory changes to employment law postings and ensure that they post the latest one each time the law updates – this information is not always readily available and can be difficult to determine what is mandatory and what is not. Purchasing labor law posters from OutSolve Labor Law Center saves you time and guarantees that all the required employment laws are included on each poster. Each time the state and federal employment laws have a mandatory change, we notify you via email, mail and/or phone to get you back into compliance.

Plus, all of our labor law posters are laminated to prevent wear and tear damage that can easily occur with printed paper notices.

A mandatory update is a legislative change or new bill passed that makes the related employment law notice out of compliance. Usually the language of the law on the poster has changed and that is why the update is mandatory. The government agency who releases the new notice indicates that it must be displayed and older versions are not compliant. Employers must replace their labor law posters for ones with the mandatory update.

A non-mandatory update is a minor revision to the poster itself and the regulating government agency confirms that prior versions of the poster, as well as the revised version, are compliant. Examples of non-mandatory changes include adding/removing office addresses, updating the governor's name or changes in poster format.

OutSolve Labor Law Center only notifies customers for mandatory updates that affect their compliance.

Many state and federal employment laws require their notices to not be covered, defaced or altered in any way so as to be accessible by all employees. Our posters are laminated to comply with these requirements and to maintain the poster longer in areas that have high traffic, like employee break rooms or cafeterias.

The mandated state and federal employment law notices for general businesses are included on each poster. This includes state minimum wage, federal minimum wage, GINA, OSHA, EEOC, FMLA and USERRA. If you purchase a labor law poster specifically for federal contractors, it includes NLRA, EEOC with GINA, OSHA Employee Whistleblower Rights, Walsh-Healey Public Contracts Act, E-Verify and Right to Work.

The "No Smoking" notice and industry-specific notices are not included with your state and federal labor law poster, but can be purchased separately or in a package kit. These notices usually apply to customers and employees; and sometimes need to be posted in areas separate from the labor law posters.

Additionally, there are two notices employers must display that OutSolve Labor Law Center cannot provide. These notices are the state Workers' Compensation and Unemployment Benefits. You must contact your insurance company or state agency to receive the notices to post.

Any labor law poster you purchase from OutSolve Labor Law Center is guaranteed to be compliant with current state and federal employment laws at the time of purchase.

Whenever a labor law update is detected, the posters are immediately placed on hold and not shipped until the change is completed and classified as mandatory or non-mandatory. You will be notified if your poster is on hold for an update and then once it ships. This guarantees that you always receive compliant labor law posters from OutSolve Labor Law Center.

As a leader in customized compliance products, we realize that your business' compliance needs are often as unique as your business! For this reason, we offer highly customized compliance solutions that cost-effectively address your most complex labor law requirements. Whether you are looking for Industry-Specific solutions, Government Contracts, or ongoing compliance coverage program options, we have the tailored solution to address compliance requirements for your business. For more information regarding your poster customization options, please contact our Corporate Solutions department at corporate@laborlawcenter.com or 800-745-9970.

If you don’t want to worry about keeping up with changes – which typically occur many times during the year between state and federal laws – we offer our Compliance Protection Plan. With the plan you automatically get the updates sent to you. You can choose between receiving new posters to receive through the mail, or receiving e-updates which you can print and paste over your existing poster.

With most of our inventory available in both English and Spanish, the OutSolve Labor Law Center prides itself in being the industry leader for bilingual compliance materials. All of our Complete, State Only, and Federal Labor Law Posters are available in both English and Spanish to ensure that all of your employees know their rights under the law. In addition, we provide most of our ever-growing product line of Industry-Specific, and Government Contracts in bilingual format as well.

Yes! Labor Law Center became an OutSolve company in 2024. If you are interested in any of the HR compliance products or services offered by OutSolve, please contact your Account Executive.

Each time there is a mandatory update to the state or federal employment law notices, businesses must post this new version to be in compliance. As these updates can occur anytime and require effective planning, many businesses rely on poster replacement services to monitor for the mandatory updates and replace their posters automatically.

Most posters have 2-3 mandatory changes at different times each year. The cost to replace your posters for these updates can be expensive and with a poster replacement service, businesses keep their costs down because it is just a one-time, upfront service fee each year.

The Compliance Protection Plan™ is a poster replacement service from OutSolve Labor Law Center where we automatically ship new labor law posters to your site or sites for mandatory updates and guarantee your compliance 100%.

Yes; upon enrollment, brand new state and federal labor law posters with the most current employment law notices are immediately shipped to get you and your sites into compliance. The posters are fully laminated to protect against wear and tear, and prevent damage.

You will receive a brand new state and federal labor law poster that includes the revised notice plus any other minor changes for each mandatory update that occurs during your term. The replacement posters received will be laminated for protection from normal wear and tear damages, especially in busy areas.

Yes, our Compliance Protection Plan™ is backed by our Compliance Guarantee—meaning while on our program, if you receive a posting fine or citation for non-compliant posting content when properly displaying the latest poster delivered by us, we will reimburse all paid fines no matter what the cost!

Mandatory updates to the employment laws do not occur on a set schedule. Instead they can happen at any point throughout the year. Even during that time, there are many non-mandatory changes that can occur—meaning they don't impact your compliance. Our team of experts monitors all these changes, and once a mandatory update is confirmed, your replacement posters will be automatically shipped.

The new state and federal labor law posters will be shipped within two weeks of the revised notice being released. Usually the poster arrives on or before the effective date of the law change.

Sometimes even though the law has changed, the agency responsible for revising the wording on the employment law notice does not release the final information until after the law is in effect. Our Compliance Team is constantly in contact with the responsible agencies to update our posters once the final wording is released and get them shipped as quickly as possible. If you are audited during this time frame, an invoice for the replacement posters can be provided to the auditor or agency that shows your posters are in compliance with the new law.

Once a packing slip and tracking number are created, the information is uploaded to our membership site—www.ComplianceProtectionPlan.com—where you can track each shipment. Tracking is always saved and available for all replacement poster shipments that occur during your membership. This information can be used to confirm that your sites received the updated poster and have it displayed.

Yes, the Compliance Protection Plan™ is available for Spanish posters and English posters. The District of Columbia (D.C.) and Puerto Rico are also covered.

Yes, we've created a website exclusively for our Compliance Protection Plan™ members: www.ComplianceProtectionPlan.com. This online management tool allows you to:

• Add/Edit/Remove shipping addresses and contact information
• View PDF versions of all state and federal labor law posters to reference when employees from other states contact you about employment laws
• Track past and current replacement poster shipments
• Access our vast labor law information resource center

Yes, you can add new shipping locations to your Compliance Protection Plan™ at any time. These new locations can be pro-rated so all sites have the same renewal date.

The Compliance Protection Plan™ is an automatic, annual renewal service. At the end of your term, your account will be automatically renewed using the initial method of payment. Renewal notices are sent one month in advance with the option to cancel if you no longer require labor law posters. This annual coverage ensures that your posters are always compliant and that you don't miss an update.

Yes, our e-Compliance™ membership is the easy, digital way to manage poster updates. Each time a poster update occurs—mandatory or non-mandatory—the revised notice is automatically emailed for you to print and fit over the existing notice on your poster. Plus, your compliance is guaranteed up to $35,000.