Department of Labor Regulations Require Certain Employers to Display New FMLA Poster by March 8, 2013; New San Jose City Ordinance Requires Employers to Display New Poster and Pay a Minimum Wage of $10.00.
New FMLA Poster
The U.S. Department of Labor’s Wage and Hour Division has published a Final Rule implementing statutory amendments to the Family and Medical Leave Act of 1993 (FMLA). In connection with these amendments, private-sector employers with 50 or more employees are required to display an updated poster describing employees’ rights under the FMLA by March 8, 2013. The updated poster includes the changes to the FMLA, which significantly expands and clarifies military caregiver leave. The new regulations also update the recordkeeping requirement to specify the employer’s obligation to comply with the confidentiality requirement of the Genetic Information Non-Discrimination Act (GINA).
A copy of the updated poster may be found here.
The California Chamber of Commerce offers laminated posters here.
In addition, the Department of Labor has published a comparison of the 2008 regulations and the new regulations, which is available here.
Employers with 50 or more employees should make sure the new FMLA poster is posted in a conspicuous place where employees and applicants are able to easily see and read it by March 8, 2013. Employers should review existing FMLA policies to ensure the policies are up to date.
New San Jose, California City Ordinance
On March 11, 2013, a new city ordinance goes into effect requiring employers with employees in San Jose to post this San Jose Minimum Wage poster. The ordinance also requires employers pay a minimum wage of $10.00 per hour for work performed within the City of San Jose.
The new ordinance applies to employers who are subject to the San Jose Business License Tax or employers maintaining a facility in San Jose.
Similar to the FMLA poster, this poster should be displayed in a conspicuous area where employees and applicants are able to easily see and read the poster.
– Keesal, Young & Logan Employment Group
This information has been prepared by Keesal, Young & Logan for informational purposes only and is not legal advice. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship between you and Keesal, Young & Logan. You should not act upon this information without seeking professional counsel.