Tucson Labor Law Poster

Tucson Labor Law Poster
Tucson Labor Law Poster

FED2595

All businesses with employees in Tucson, AZ are legally required to post this city-mandated minimum wage labor law poster in addition to Arizona State & Federal Labor Law Posters.

This poster meets up-to-date 2023 mandatory city requirements for labor law posting requirements by displaying the updated minimum wage notice in Tucson, AZ.

Poster Contains:

  • Minimum Wage: $13.85 per hour
  • Notice of Non-Discrimination
  • Poster Size: 15 x 22
  • Bilingual: English & Spanish
  • Front and back sides are laminated
  • Quality printing in full color
 

Attention: This poster is to be posted in addition to the Arizona State & Federal Labor Law Posters. If you do not have an updated Arizona State & Federal Poster, please select the City + Arizona State & Federal Poster bundle to be in full compliance.

$14.95
Availability: In stock

FED2595

SKU
FED2595-Conf
$14.95
Qty:

The City + Arizona State & Federal Labor Law Poster option will include the following city, state & federal required posters for all businesses.

The City Only Poster option will only include the Tucson Required posters below.

Tucson Required Posters: Arizona Required Posters: Federal Required Posters:
  • City of Tucson Minimum Wage:
    $13.85 - Effective January 1, 2023

This laminated Tucson City poster has
recent labor law postings that meet business
requirements to protect employers from
posting fines and employee disputes. Please
post this poster in addition to your existing
Arizona state & federal labor law posters.

  • Arizona Minimum Wage: $13.85 - Effective 1/2023
  • Constructive Discharge Notice
  • Discrimination Notice
  • Earned Paid Sick Time
  • EEOC Know Your Rights: Workplace Discrimination is Illegal
  • MRSA - Methicillin-Resistant Staphylococcus Aureaus Poster
  • No Smoking Poster
  • Occupational Health and Safety Protection
  • Unemployment Insurance
  • Work Exposure to Bodily Fluids
  • Workers' Compensation
  • EEOC Know Your Rights: Workplace Discrimination is Illegal
    (Updates and Replaces EEO is the Law Poster) - Updated 10/2022
  • Federal Minimum Wage
  • Family and Medical Leave Act
  • Employee Polygraph Protection Act
  • USERRA – Uniformed Services Employment
    and Reemployment Rights Act
  • IRS Withholding Notice

State Mandatory Updates

State Non-Mandatory Updates

Federal State Mandatory Updates

  • 06/2023 - EEOC Know Your Rights: Workplace Discrimination is Illegal - Revised with new information related to the new Pregnant Workers Fairness Act (PWFA) effective June 27, 2023 and a new revision date.
  • 05/2023 - Fair Labor Standards Act (FLSA) - Federal Minimum Wage - Revised the Nursing Mothers section of the poster with the PUMP for Nursing Mothers Act (PUMP Act) and more clarification on employer requirements to provide reasonable break time and accommodations for nursing employees.
  • 10/2022 - EEOC Know Your Rights: Workplace Discrimination is Illegal - Revised to use plain language and bullet points to summarize the laws for employees. Added a QR code that links to instructions on how to file a charge of workplace discrimination. This new version replaces the old Equal Employment Opportunity is the law poster.

Federal State Non-Mandatory Updates

  • 05/2023 - Family and Medical Leave Act (FMLA) - Revised with a new easy to read question and answer format and a new QR code to access more information.
  • 05/2023 -  - Revised with a new website and a new QR code for more information.
  • 07/2016 - Fair Labor Standards Act (FLSA) - Federal Minimum Wage - Update includes new regulation revisions as of August 2016 which includes text regarding nursing mothers and overtime rules.
  • 07/2016 -  - Update includes new regulation revisions as of August 2016 which includes the removal of penalty amount up to $10,000 against violators and revised contact numbers.
  • 05/2016 -  - Minor update includes a new QR code and contact information.
  • 05/2016 -  - Update includes minor reformatting and slight changes of verbiage regarding the usage of FMLA.