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KNOW YOUR RIGHTS IN THE WORKPLACE

NEW MEXICO & FEDERALPRINTABLE LABOR LAWS

For more information please call 1-800-745-9970

3 New Mexico Labor LawsQuestions? Learn more by calling 1-800-745-9970

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NEW MEXICO MINIMUM WAGE

NEW MEXICO MINIMUM WAGE ACT

EMPLOYEE RIGHTS

MINIMUM WAGE IN NEW MEXICO$7.50 per hour

OVERTIME PAY At least 1½ times your regular hourly rate of pay for all hours worked over 40 in a workweek.

TIPPED WORKERS Employers must pay tipped employees an hourly rate of at least $2.13 per hour. If the tips plus the hourly rate do not equal at least $7.50 per hour, the employer must make up the difference. Tipped employees have a right to keep all of their tips.

DAMAGES Employers who violate the minimum wage or overtime requirements are required to pay impacted employees the full amount of their underpaid wages plus interest, plus an additional amount equal to twice the underpaid wages.

RETALIATION PROHIBITED

It is unlawful to retaliate against an employee for asserting a wage claim or for informing other employees of their rights.



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NEW MEXICO MINIMUM WAGE (Continued)

ENFORCEMENT The Labor Relations Division of the Department of Workforce Solutions investigates claims and recovers back wages for employees who have been underpaid in violation of law, regardless of the dollar value of the claim, going back at least three years, or longer if there was a continuing course of conduct. Violations may result in civil or criminal action.

LOCAL MINIMUM WAGES

There are higher minimum wages in the City of Albuquerque, Bernalillo County, the City of Las Cruces, the City of Santa Fe, and Santa Fe County.

ADDITIONAL INFORMATION

Certain jobs or employers are exempt from the minimum wage or overtime pay provisions.

Employers must display this poster where employees can easily see it.

Formore information or to file a wage claim, contact the Labor RelationsDivision at 505-841-4400, or online at www.dws.state.nm.us


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OMBUDSMAN ACT

ATTENTIONEMPLOYERS AND WORKERS!

ATENCIÓNEMPLEADORES Y TRABAJADORES

If you have questions aboutworker’s compensation, call the WCA

Ombudsman for free information.

Si usted tiene preguntas sobrecompensación de los trabajadores, llame a un

ombudsman para información gratis.

New MexicoWorker’s Compensation Administration

WCA HELP/HOTLINE1-866-WORKOMP/ (1-866-967-5667)

Administración de compensaciónDe Los Trabajadores

Línea De Asisencia Gratuita1-866-WORKOP/ (1-866-967-5667)

wca 08/2005



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UNEMPLOYMENT COMPENSATION

UNEMPLOYMENT INSURANCE NOTICEThe state of New Mexico requires all employers to post and maintain the Unemployment

Insurance Notice in a place readily accessible to individuals in his or her service.

To obtain the Unemployment Insurance Notice, please contact:New Mexico Department of Labor

Employment Security Division - Tax SectionP.0. Box 2281, Albuquerque, New Mexico 87103

(505) 841-2000 or 8576FAX (505) 841-8480



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DISCRIMINATION

Human Rights Bureau1596PachecoStreet,SantaFe,NM87505Office:(505)827-6838•Toll-free:(800)566-9471Fax:(505)827-6878

Buró de Derechos Humanos1596PachecoStreet,SantaFe,NM87505

Oficina:(505)827-6838•LíneaGratuita:(800)566-9471Fax:(505)827-6878

DISCRIMINATION is against the law.If you feel that you have been discriminated against, visit our website or contact us.

DISCRIMINACIÓN es contra la ley.Sisientequehasidodiscriminado,visitenuestrapáginapor

Internet o póngase en contacto con nosotros.

Sexual harassment and harassment based on other protectedcategoriesisprohibitedbytheAct.The Human Rights Act prohibits discrimination in the areas ofemployment, housing, credit, and public accommodations, and prohibits retaliation for complaining about discrimination in any of these areas.If you feel you have been discriminated against, contact the Human RightsBureaubyphoneorfilloutacomplaintformonlineat:

www.dws.state.nm.us

•Race •PhysicalorMentalDisabilityorSeriousMedicalCondition•Color

•NationalOrigin •SexualOrientation

•Ancestry •GenderIdentity

•Sex •SpousalAffiliation

•Age •Religion

NEW MEXICO HUMAN RIGHTS ACTThe Human Rights Bureau enforces the provisions of the HumanRightsActof1969.Additionally,theHumanRightsBureauhas a work-sharing agreement with the Equal Employment Opportunity Commission (EEOC) to enforce the provisions of federal law under Title VII of the Civil Rights Act of 1964, theAgeDiscrimination in EmploymentAct of 1967 (ADEA), and theAmericans with Disabilities Act of 1990 (ADA), all as amended.Prohibiteddiscriminatorybasesinclude:

www.dws.state.nm.us

•Raza •Sexo •OrientaciónSexual

•Color •Edad •Identificación deGénero

•AfiliaciónNupcial•Origen

Nacional•DiscapacidadMentaloFísicaoCondicionesMédicasGraves•Ascendencia •Religión

El acoso sexual y acoso basado en otras categorías protegidasestánprohibidosporlaLey.La Ley de Derechos Humanos prohíbe la discriminación en lasáreas de empleo, alojamiento, el acceso al crédito, y hospedajepúblico, y prohíbe la represalia por quejas en cualquiera de estasáreas.Siustedsientequehasidodiscriminado,comuníqueseconelBuródeDerechosHumanospor teléfonoocompleteel formulariodequejasporInterneten:

LA LEY DE DERECHOS HUMANOS DE NUEVO MÉXICOEl Buró de Derechos Humanos impone las provisiones de la Ley de DerechosHumanosde1969.Adicionalmente,elBuródeDerechosHumanostieneunacuerdoderepartodetrabajoconlaComisiónde Igualdad de Oportunidades en el Empleo (Equal Employment Opportunity Commission, EEOC) para hacer cumplir las provisiones delaleyfederalbajoelTítuloVIIdelaLeydeDerechosCivilesde1964 (Civil Rights Act), la Ley de Discriminación por Edad en elEmpleode1967 (AgeDiscrimination inEmploymentAct,ADEA),y la LeydeAmericanos conDiscapacidadesde1990 (Americanswith Disabilities Act, ADA), todas según enmendadas. Las basesdiscriminatorias prohibidas incluyen:

www.dws.state.nm.us

ENFORCEMENTTheNewMexicoDepartmentofWorkforceSolutionsHumanRightsBureau investigates complaints of discrimination and harassment in employment, housing, credit, and public accommodations.Complaintsmust be filedwith theHuman Rights Bureauwithin300daysofthelastactofdiscriminationorharassment.For assistance in filing a complaint, or for any other information ontheHumanRightsAct,pleasecall(800)566-9471(toll-free)or(505)827-6838,orvisitourwebsiteat:

www.dws.state.nm.us

CUMPLIMIENTOEl BuródeDerechosHumanosdelDepartamentode Soluciones de Fuerza Laboral de Nuevo México investiga quejas dediscriminación y acoso en el empleo, alojamiento, el acceso alcrédito,yhospedajepúblico.LasquejasdebenserpresentadasalBuródeDerechosHumanosdentrode300díasdequeocurrióelúltimoactodediscriminacióno acoso.Para ayuda en completar una queja, o por cualquier otrainformación sobre la Ley de Derechos Humanos, por favor llame al (800)566-9471(gratuitamente)o(505)827-6838,ovisitenuestrapáginaporInterneten:

Rev. 12/2015



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WORKERS’ COMPENSATION

State of New Mexico Workers’ Compensation Administration

WORKERS’ COMPENSATION ACTIfYouAreInjuredAtWorkSiSeLastimaEnElTrabajo

1) Notice -- In most cases you must tell your employer about the accident within 15 days,usingtheNoticeofAccidentForm.

2) You have the right to information and assistance from an information specialist knownasan“Ombudsman”attheWorkers’CompensationAdministration.

3)Claims information --Contactyouremployer’sClaimsRepresentative.

1) Aviso. --Enlamayoríadeloscasosusteddebedeavisarleasuempleadordelaccidentedentrodelosprimeros15díasusandolasformasdeAvisodeAccidente.

2) Usted tiene el derechoa informaciónyayudacontactándoseconunespecialistaen información conocido como “Ombudsman” en la Administración para laCompensaciónalosTrabajadores.

3)Información acerca de Reclamaciones. -- Contáctese con el representante dereclamacionesdesucompañía.

Employer’s Insurer / Claims Representative:

Name:

Phone#:

Address:

Note: Employer must fill in this insurer / claims representative information.

YOUR RIGHTSIfyouareinjuredinawork-relatedaccident:

Your employer / insurer must pay all reasonable and necessary medical costs.

You may or may not have the right to choose your health care provider. If your employer / insurer has not given you written instructions about who chooses first, call an ombudsman. In an emergency, get emergency medical care first.

If you are off work for more than seven days, your employer / insurer must pay wage benefits to partially offset your lost wages.

If you suffer “permanent impairment,” you may have the right to receive partial wage benefits for a longer period of time.

SUS DERECHOSSiselastimaeneltrabajo:

Suempleador/aseguradordebedepagarporlosgastosmédicosnecesariosyrazonables.

Es posible que usted tenga, o no tenga, el derecho de escoger el proveedor de servicios para la salud. Si su empleador / aseguradorno le hadado instruccionespor escritodequienesélqueseleccionaprimero,pregúnteleollameaunombudsman.Enunaemergencia,obtengaasistenciamédicadeemergenciaprimero.

Siustedestáfueradeltrabajopormásdesietedías,suempleador/aseguradordebede hacerle un pago compensatorio de prestaciones para compensar parcialmente la pérdidadesusalario.

Siustedsufre“dañopermanente,”ustedpuedetenerelderechoarecibirprestacionesparcialesdesalarioporunperiododetiempomáslargo.

Albuquerque:

1-866-967-56671-505-841-6000

Farmington:

1-800-568-73101-505-599-9746

Hobbs:

1-800-934-24501-575-397-3425

Las Cruces:

1-800-870-68261-505-524-6246

Las Vegas:

1-800-281-78891-505-454-9251

Roswell:

1-866-311-85871-505-623-3997

SantaFe:

1-505-476-7381

Ombudsmen are located at the following offices:

IfYouNeedHELPCall:Ask for Ombudsman

SiUstedNecesitaAyudaLlameAl:Pregunte por un Ombudsman

1 - 8 6 6 - W O R K O M P (1-866-967-5667)Visit our website at: https://workerscomp.nm.gov

ForFREEcopiesofthisposterandNoticeofAccidentFormscall:1-866-967-5667USE A NOTICE OF ACCIDENT FORM TO REPORT YOUR ACCIDENT TO YOUR SUPERVISOR

EMPLOYER: You are required by law to post this poster where your employees can read it and to post Notice of Accident forms with it. This poster without Notice of Accident forms does not comply with law. You have other rights and duties under the law.

NewMexicoWorkers’CompensationAdministration2410CentreAvenue,Albuquerque,NewMexico87106POBox27198,Albuquerque,NewMexico87125-7198

11/18



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OCCUPATIONAL SAFETY AND HEALTH PROTECTION

NEW MEXICO JOB HEALTH AND SAFETY POSTERYOU HAVE A RIGHT TO A SAFE AND HEALTHFUL WORKPLACE

IT’S THE LAW!Employees: • YouhavetherighttonotifyyouremployerorOSHAaboutworkplacehazards.YoumayaskOSHAtokeepyournameconfidential.• You have the right to request a New Mexico OSHA inspection if you believe that there are unsafe or unhealthful conditions in

your workplace. You or your representative may participate in the inspection. • YoucanfileacomplaintwithNewMexicoOSHAwithin30daysofdiscriminationbyyouremployerformakingsafetyand

health complaints or for exercising your rights under the New Mexico Occupational Health and Safety Act. • You have a right to see OSHA citations issued to your employer. Your employer must post the citations at or near the place of

the alleged violation. • Your employer must correct workplace hazards by the date indicated on the citation and must certify that these hazards have

been reduced or eliminated. • You have the right to copies of your medical records or records of your exposure to toxic and harmful substances or conditions. • Your employer must post this notice in your workplace. • You must comply with all OSHA standards issued under the OSH Act that apply to your own actions and conduct on the job.

Employers: • Employers must furnish your employees a place of employment free from recognized hazards. • Employers must comply with the OSHA standards issued under the OSHA Act.

The Occupational Safety and Health Act of 1970 (OSH Act). P.L. 91-956, assures safe and healthful working conditions for working men and women throughout the Nation. The Occupational Safety and Health Administration, in the U.S. Department of Labor, has the primary responsibility for administering the OSHA Act. The rights listed here may vary depending on the particular circumstances.Tofileacomplaint,reportanemergency,orseekfreeOSHAadviceandassistance,call1-877-610-6742or(505)476-8700.Ourfaxnumberis(505)476-8734.ForinformationorassistancerelativetotheStateOccupationalHealth&Safety program, please refer to address to the left side of poster.

The Federal Occupational Safety and Health Administration monitors the operation of the state program to assure its continued effectiveness. Anyone wishing to register a complaint concerning the administration of the New Mexico Occupational Health and SafetyProgrammaydosobycontactingU.S.DepartmentofLabor,OccupationalSafetyandHealthAdministration,525GriffinStreet, Room 602, Dallas, Texas 75202 at (972) 850-4145.

- NM OSHA -The Best Resource for Health and Safety

El Major Recurso para la Salud y Seguridad

Site Address/La Dirección a la Agencia: 525CaminodelosMarquez,Ste.3Santa Fe, NM 87505

Mailing Address/Dirección de Envío: PO Box 5469 Santa Fe, NM 87502-5469

Telephone No./Número de Teléfono: 505-476-8700 or 1-877-610-6742

Fax Number/Número de Facsímil: 505-476-8734

RO22607 MMPRev: 02/02/2010



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SALUD DE TRABAJO Y CARTEL DE SEGURIDADUSTED TIENE EL DERECHO A UN LUGAR DE TRABAJO SEGURO Y SALUDABLE.

¡LO ESTABLECE LA LEY!Empleados:• UstedtieneelderechodenotificarasunempleadoroalaOSHAsobrepeligrosenellugardetrabajo.Ustedtambiénpuedepedir

que la OSHA no revele su nomber. • Usted tiene el derecho de pedir a la OSHA de Nuevo Mexicó que realize una inspección si usted piensa que en su trabajo existen

condiciones peligrosas o poco saludables. Usted o su representante pueden participar en esa inspección. • Ustedtiene30diasparapresentarunaquejaantelaOSHAdeNuevoMexicósisuempleadorllagaatomarrepresaliaso

discriminar en su contra por haber denunciado la condición de seguridad o salud o por ejercer los derechos consagrados bajo la Ley OSH de Nuevo Mexicó.

• Usted tiene el derecho de ver las citaciones enviadas por la OSHA a su empleador. Su empleador debe colocar las citaciones en el lugar donde se encontraron las supuestas infracciones o cerca de mismo.

• Suempleadordebecorregirlospeligrosenellugardetrabajoparalafechaindicadaenlacitaciónydebecertificarquedichospeligros se hayan reducido o desaparecido.

• Usted tiene derecho de recibir copias de su historial o registro médico y el registro de su exposición a sustancias o condiciones tóxicas o dañinas.

• Su empleador debe colocar este aviso en su lugar de trabajo. • Usted debe cumplir con todas la normas de seguridad y salud ocupacionales expedidas conforme a la Ley OSH que sean

aplicables a sus propias acciones y conducta en el trabajo.

Employers: • Usted debe proporcionar a sus empleados un lugar de empleo libre de peligros conocidos.• Usted debe cumplir con las normas de seguridad y salud ocupacionales expedidas conforme a la Ley OSH.

La Ley de Seguridad y Salud Ocupacionales de 1970 (la Ley), P.L. 91-596, garantiza condiciones ocupacionales seguras y saludables para los hombres y las mujeres que desempeñen algún trabajo en todo el Estado de Nuevo México. La Administración de Seguridad y Salud Ocupacionales (OSHA), es la responsable principal de supervisar la Ley. Los derechos que se indican en este documento pueden variar según las circunstancias particulares. Para presentar un reclamo, informar sobre una emergencia o pedir consejos y asistenciagratisdelaOSHA,llame1-877-610-6742or(505)476-8700.Númerodefacsímil-(505)476-8734.

La Administración de Salud y Seguridad Ocupacional Federal supervisa la operación del programa estatal para asegurar su eficaciacontinuada.AlguiendeseandoregistrarunaquejaacercadelaadministracióndeOSHAporpartedelEstado,puedehacer así por ponerse en contacto New Mexico Environment Department, Occupational Safety and Health Administration, 525 GriffinStreet,Room602,Dallas,Texas75202,númerodeteléfono(972)850-4145.

- NM OSHA -The Best Resource for Health and Safety

El Major Recurso para la Salud y Seguridad

Site Address/La Dirección a la Agencia: 525CaminodelosMarquez,Ste.3Santa Fe, NM 87505

Mailing Address/Dirección de Envío: PO Box 5469 Santa Fe, NM 87502-5469

Telephone No./Número de Teléfono: 505-476-8700 or 1-877-610-6742

Fax Number/Número de Facsímil: 505-476-8734

RO22607 MMPRev: 02/02/2010

OCCUPATIONAL SAFETY AND HEALTH PROTECTION (Continued)



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HUMAN TRAFFICKING NOTICE

NOTICE ON HUMAN TRAFFICKINGIf you or someone you know is a victim of this crime, contact the following:

IN NEW MEXICO, CALL OR TEXT505-GET-FREE (505-438-3733)

OR CALL THE NATIONAL HUMAN TRAFFICKING RESOURCE CENTER HOTLINE TOLL-FREE AT1-888-373-7888 FOR HELP

YOU MAY ALSO SEND THE TEXT“HELP” OR “INFO” TO BEFREE (“233733”)

Youmayremainanonymous,andyourcallortextisconfidential

505-GET-FREE (505-438-3733)OBTAINING FORCED LABOR OR SERVICES IS A

CRIME UNDER NEW MEXICO AND FEDERAL LAW



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The law requires employers to display this poster where employees can readily see it.

OVERTIME PAY Atleast1½timesyourregularrateofpayforallhoursworkedover40inaworkweek.

CHILD LABOR Anemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhazardousbytheSecretaryofLabor.Youths14and15yearsoldmayworkoutsideschoolhoursinvariousnon-manufacturing,non-mining,non-hazardousjobswithcertainworkhoursrestrictions.Different rules apply in agricultural employment.

TIP CREDIT Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based ontipsreceivedbytheiremployees.Employersmustpaytippedemployeesacashwageofatleast$2.13perhouriftheyclaimatipcreditagainsttheirminimumwageobligation.Ifanemployee’stipscombinedwiththeemployer’scashwageofatleast$2.13perhourdonotequaltheminimumhourlywage,theemployermustmakeup the difference.

NURSING MOTHERS TheFLSArequiresemployerstoprovidereasonablebreaktimeforanursingmotheremployeewhoissubjecttotheFLSA’sovertimerequirementsinorderfortheemployeetoexpressbreastmilkforhernursingchildforoneyearafterthechild’sbirtheachtimesuchemployeehasaneedtoexpressbreastmilk.Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk.

ENFORCEMENT The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of theFLSA’schildlaborprovisions.Heightenedcivilmoneypenaltiesmaybeassessedforeachchildlaborviolationthatresultsinthedeathorseriousinjuryofanyminoremployee,andsuchassessmentsmaybedoubledwhentheviolations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers whofileacomplaintorparticipateinanyproceedingundertheFLSA.

ADDITIONAL INFORMATION• Certainoccupationsandestablishmentsareexemptfromtheminimumwage,and/orovertimepayprovisions.• SpecialprovisionsapplytoworkersinAmericanSamoa,theCommonwealthoftheNorthernMarianaIslands,

andtheCommonwealthofPuertoRico.• Somestatelawsprovidegreateremployeeprotections;employersmustcomplywithboth.• Someemployersincorrectlyclassifyworkersas“independentcontractors”whentheyareactuallyemployees

undertheFLSA.Itisimportanttoknowthedifferencebetweenthetwobecauseemployees(unlessexempt)areentitledtotheFLSA’sminimumwageandovertimepayprotectionsandcorrectlyclassifiedindependentcontractors are not.

• Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimum wage under special certificates issued by the Department of Labor.

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT

BEGINNINGJULY 24, 2009

PER HOUR$7.25FEDERAL MINIMUM WAGE

WAGE AND HOUR DIVISIONUNITEDSTATESDEPARTMENTOFLABOR1-866-487-9243 TTY:1-877-889-5627

www.dol.gov/whd WH1088REV07/16

FEDERAL MINIMUM WAGE



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EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN TitleVIIof theCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral, and other aspects of employment, on the basis of race, color, religion, sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodation does not impose undue hardship.DISABILITY TitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training,classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.AGE TheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicants and employees 40 years of age or older from discrimination based on ageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral, and other aspects of employment.SEX (WAGES) In addition to sex discrimination prohibited by Title VII of the Civil RightsAct, asamended, theEqualPayActof1963,asamended,prohibits sexdiscrimination in the payment of wages to women and men performing substantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,under similar working conditions, in the same establishment.

GENETICS Title II of the Genetic Information Nondiscrimination Act of 2008protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training,classification, referral, and other aspects of employment. GINA also restrictsemployers’ acquisition of genetic information and strictly limits disclosure ofgenetic information. Genetic information includes information about genetictests of applicants, employees, or their familymembers; themanifestation ofdiseasesordisordersinfamilymembers(familymedicalhistory);andrequestsforor receipt of genetic services by applicants, employees, or their family members.RETALIATION All of these Federal laws prohibit covered entities fromretaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discriminationissuspected:TheU.S.EqualEmploymentOpportunityCommission(EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available atwww.eeoc.gov or inmost telephone directories in the U.S. Government orFederal Government section. Additional information about EEOC, includinginformation about charge filing, is available at www.eeoc.gov.

PRIVATE EMPLOYERS, STATE AND LOCAL GOVERNMENTS, EDUCATIONAL INSTITUTIONS, EMPLOYMENT AGENCIES AND LABOR ORGANIZATIONS

Applicantstoandemployeesofmostprivateemployers,stateandlocalgovernments,educationalinstitutions,employmentagencies andlabororganizationsareprotectedunderFederallawfromdiscriminationonthefollowingbases:

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSApplicantstoandemployeesofcompanieswithaFederalgovernmentcontractorsubcontractareprotected

under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits employment discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.PAY SECRECY Executive Order 11246, as amended, protects applicants and employees from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees.INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of1973, as amended, protects qualified individuals with disabilities fromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicantor employee,barringunduehardship to the employer. Section503also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of

employment, including the executive level.PROTECTED VETERANS The Vietnam Era Veterans’ Readjustment AssistanceActof1974,asamended,38U.S.C.4212,prohibitsemploymentdiscriminationagainst, and requires affirmative action to recruit, employ, and advance in employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or release from active duty), active duty wartime or campaign badgeveterans,orArmedForcesservicemedalveterans.RETALIATION Retaliation is prohibited against a personwho files a complaintof discrimination, participates in an OFCCP proceeding, or otherwise opposesdiscriminationunder theseFederal laws.Anypersonwhobelievesacontractorhas violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately: The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 ConstitutionAvenue, N.W.,Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337(TTY)[email protected],orbycallinganOFCCPregionalordistrictoffice,listedinmosttelephonedirectoriesunderU.S.Government,DepartmentofLabor.

RACE, COLOR, NATIONAL ORIGIN, SEX In addition to the protections of Title VII oftheCivilRightsActof1964,asamended,TitleVIoftheCivilRightsActof1964,as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. EmploymentdiscriminationiscoveredbyTitleVIiftheprimaryobjectiveofthefinancial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibitsemployment discrimination on the basis of sex in educational programs or

activities which receive Federal financial assistance. INDIVIDUALS WITH DISABILITIES Section504oftheRehabilitationActof1973,as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions ofthejob.Ifyoubelieveyouhavebeendiscriminatedagainstinaprogramofanyinstitution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

IfyoubelievethatyouhaveexperienceddiscriminationcontactOFCCP:1-800-397-6251|TTY1-877-889-5627| www.dol.gov.

EEOC9/02andOFCCP8/08VersionsUseableWith11/09Supplement MandatorySupplementtoEEOCP/E-1(Revised11/09)“EEOistheLaw”Poster

EEOC | EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW



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LEAVE ENTITLEMENTS Eligibleemployeeswhoworkforacoveredemployercantakeupto12weeksofunpaid, job-protectedleave in a 12-month period for the following reasons:•Thebirthofachildorplacementofachildforadoptionorfostercare;•Tobondwithachild(leavemustbetakenwithin1yearofthechild’sbirthorplacement);•Tocarefortheemployee’sspouse,child,orparentwhohasaqualifyingserioushealthcondition;•Fortheemployee’sownqualifyingserioushealthconditionthatmakestheemployeeunabletoperformtheemployee’sjob;•Forqualifyingexigenciesrelatedtotheforeigndeploymentofamilitarymemberwhoistheemployee’sspouse,child,orparent.Aneligibleemployeewhoisacoveredservicemember’sspouse,child,parent,ornextofkinmayalsotakeupto26weeksofFMLAleaveinasingle12-monthperiodtocarefortheservicememberwithaseriousinjuryorillness.Anemployeedoesnotneedtouseleaveinoneblock.Whenitismedicallynecessaryorotherwisepermitted,employeesmaytakeleaveintermittentlyoronareducedschedule.Employeesmaychoose,oranemployermayrequire,useofaccruedpaidleavewhiletakingFMLAleave.IfanemployeesubstitutesaccruedpaidleaveforFMLAleave,theemployeemustcomplywiththeemployer’snormalpaidleavepolicies.

BENEFITS & PROTECTIONS WhileemployeesareonFMLA leave,employersmustcontinuehealth insurancecoverageas if theemployeeswerenoton leave.Upon return fromFMLA leave,mostemployeesmustbe restored to thesame joboronenearlyidenticaltoitwithequivalentpay,benefits,andotheremploymenttermsandconditions.Anemployermaynotinterferewithanindividual’sFMLArightsorretaliateagainstsomeoneforusingortryingtouseFMLAleave,opposinganypracticemadeunlawfulbytheFMLA,orbeinginvolvedinanyproceedingunderorrelatedtotheFMLA.

ELIGIBILITY REQUIREMENTS AnemployeewhoworksforacoveredemployermustmeetthreecriteriainordertobeeligibleforFMLAleave.Theemployeemust:•Haveworkedfortheemployerforatleast12months;•Haveatleast1,250hoursofserviceinthe12monthsbeforetakingleave;*and•Workatalocationwheretheemployerhasatleast50employeeswithin75milesoftheemployee’sworksite.*Special“hoursofservice”requirementsapplytoairlineflightcrewemployees.

REQUESTING LEAVE Generally,employeesmustgive30-days’advancenoticeoftheneedforFMLAleave.Ifitisnotpossibletogive30-days’notice,anemployeemustnotifytheemployerassoonaspossibleand,generally,followtheemployer’susualprocedures.Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if theleavequalifiesforFMLAprotection.Sufficientinformationcouldincludeinforminganemployerthattheemployeeisorwillbeunable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization orcontinuingmedicaltreatmentisnecessary.EmployeesmustinformtheemployeriftheneedforleaveisforareasonforwhichFMLAleave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

EMPLOYER RESPONSIBILITIES Once an employer becomes aware that an employee’s need for leave is for a reason thatmayqualifyundertheFMLA,theemployermustnotifytheemployeeifheorsheiseligibleforFMLAleaveand,ifeligible,mustalsoprovideanoticeofrightsandresponsibilitiesundertheFMLA.Iftheemployeeisnoteligible,theemployermustprovideareasonforineligibility.EmployersmustnotifyitsemployeesifleavewillbedesignatedasFMLAleave,andifso,howmuchleavewillbedesignatedasFMLAleave.

ENFORCEMENT EmployeesmayfileacomplaintwiththeU.S.DepartmentofLabor,WageandHourDivision,ormaybringaprivatelawsuitagainstanemployer.TheFMLAdoesnotaffectanyfederalorstatelawprohibitingdiscriminationorsupersedeanystateorlocal law or collective bargaining agreement that provides greater family or medical leave rights.

THEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

For additional information or to file a complaint:1-866-4-USWAGE

(1-866-487-9243)TTY:1-877-889-5627WWW.WAGEHOUR.DOL.GOV

U.S.DepartmentofLabor|WageandHourDivision WH1420aREV04/16

EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT

FMLA | FAMILY AND MEDICAL LEAVE ACT



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USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

U.S.Department of Justice OfficeofSpecialCounsel

UN

ITED STATES OF AM

ERIC

A

OFF

ICE O

F SPECIAL COUNSEL

EmployerSupportOfTheGuardAndReserve1-800-336-4590U.S.DepartmentofLabor

1-866-487-2365

YOUR RIGHTS UNDER USERRATHE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

USERRAprotectsthejobrightsofindividualswhovoluntarilyorinvoluntarilyleaveemploymentpositionstoundertakemilitaryserviceorcertaintypesofserviceintheNationalDisasterMedicalSystem.USERRAalsoprohibitsemployersfromdiscriminatingagainstpastandpresentmembers of the uniformed services, and applicants to the uniformed services.

REEMPLOYMENT RIGHTSYouhavetherighttobereemployedinyourcivilianjobifyouleavethatjobtoperformserviceintheuniformedserviceand:• you ensure that your employer receives advance written or verbal noticeofyourservice;

• you have five years or less of cumulative service in the uniformed serviceswhilewiththatparticularemployer;

• you return to work or apply for reemployment in a timely manner afterconclusionofservice;and

• you have not been separated from service with a disqualifying discharge or under other than honorable conditions.

Ifyouareeligibletobereemployed,youmustberestoredtothejoband benefits you would have attained if you had not been absent due tomilitaryserviceor,insomecases,acomparablejob.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATIONIf you:•areapastorpresentmemberoftheuniformedservice;•haveappliedformembershipintheuniformedservice;or•areobligatedtoserveintheuniformedservice;then an employer may not deny you:•initialemployment;•reemployment;•retentioninemployment;•promotion;or•any benefit of employmentbecause of this status.In addition, an employer may not retaliate against anyone assisting intheenforcementofUSERRArights,includingtestifyingormakingastatementinconnectionwithaproceedingunderUSERRA,evenifthatperson has no service connection.

HEALTH INSURANCE PROTECTION

•Ifyouleaveyourjobtoperformmilitaryservice,youhavetherighttoelect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military.

•Evenifyoudon’telecttocontinuecoverageduringyourmilitaryservice,youhavetherighttobereinstatedinyouremployer’shealthplan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except forservice-connectedillnessesorinjuries.

ENFORCEMENT

•TheU.S.DepartmentofLabor,VeteransEmploymentandTrainingService(VETS)isauthorizedtoinvestigateandresolvecomplaintsofUSERRAviolations.

•Forassistanceinfilingacomplaint,orforanyotherinformationonUSERRA,contactVETSat1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets.AninteractiveonlineUSERRAAdvisorcanbe viewed at http://www.dol.gov/elaws/userra.htm.

•IfyoufileacomplaintwithVETSandVETSisunabletoresolveit,youmay request that your case be referred to the Department of Justice ortheOfficeofSpecialCounsel,asapplicable,forrepresentation.

•YoumayalsobypasstheVETSprocessandbringacivilactionagainstanemployerforviolationsofUSERRA.

Therightslistedheremayvarydependingonthecircumstances.ThetextofthisnoticewaspreparedbyVETS,andmaybeviewedontheinternet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rightsunderUSERRA,andemployersmaymeetthisrequirementbydisplayingthetextofthisnoticewheretheycustomarilyplacenoticesforemployees.

PublicationDate—April2017



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WAGE AND HOUR DIVISIONUNITEDSTATESDEPARTMENTOFLABOR

1-866-487-9243TTY:1-877-889-5627www.dol.gov/whd

WH1462REV07/16

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACT

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

PROHIBITIONS Employers are generally prohibited from requiring or requesting any employee orjobapplicanttotakealiedetectortest,andfromdischarging,disciplining,ordiscriminatingagainst an employee or prospective employee for refusing to take a test or for exercising other rightsundertheAct.

EXEMPTIONS Federal,Stateandlocalgovernmentsarenotaffectedbythelaw.Also,thelawdoesnotapplytotestsgivenbytheFederalGovernmenttocertainprivateindividualsengagedinnationalsecurity-relatedactivities.TheActpermitspolygraph(akindofliedetector)teststobeadministeredintheprivatesector,subjecttorestrictions,tocertainprospectiveemployeesof security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributorsanddispensers.TheActalsopermitspolygraphtesting,subjecttorestrictions,ofcertain employees of private firms who are reasonably suspected of involvement in a workplace incident(theft,embezzlement,etc.)thatresultedineconomiclosstotheemployer.ThelawdoesnotpreemptanyprovisionofanyStateorlocallaworanycollectivebargainingagreement which is more restrictive with respect to lie detector tests.

EXAMINEE RIGHTS Wherepolygraphtestsarepermitted,theyaresubjecttonumerousstrictstandards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test,andtherightnottohavetestresultsdisclosedtounauthorizedpersons.

ENFORCEMENT TheSecretaryofLabormaybringcourtactionstorestrainviolationsandassesscivilpenaltiesagainstviolators.Employeesorjobapplicantsmayalsobringtheirowncourtactions.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

EMPLOYEE POLYGRAPH PROTECTION ACT



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OSHA | OCCUPATIONAL SAFETY AND HEALTH ACT

All workers have the right to:

A safe workplace.

Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against.

Receive information and training on job hazards, including all hazardous substances in your workplace.

Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf.

Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights.

Employers must:

Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, including raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness.

Comply with all applicable OSHA standards.

Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours.

Provide required training to all workers in a language and vocabulary they can understand.

Prominently display this poster in the workplace.

Post OSHA citations at or near the place of the alleged violations.

U.S. Department of Labor



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OSHA | OCCUPATIONAL SAFETY AND HEALTH ACT (Continued)

U.S. Department of Labor

See any OSHA citations issued to your employer.

Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log.

FREE ASSISTANCE to identify and correct hazards is available to small and medium- sized employers, without citation or penalty, through OSHA-supported consultation programs in every state.

This poster is available free from OSHA.

1-800-321-OSHA (6742) TTY 1-877-889-5627 www.osha.gov

Contact OSHA. We can help.

OSHA

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5-04

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ANTI-DISCRIMINATION NOTICE

It is illegal to discriminate against work authorizedindividuals.EmployersCANNOTspecify which document(s) they will accept

from an employee. The refusal to hire an individual because the documents have a future expiration date may also constitute

illegal discrimination.

For information, please contactTheOfficeofSpecialCounselforImmigrationRelatedUnfairEmploymentPracticesOfficeat

800-255-7688.



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WITHHOLDING STATUS

Publication213(Rev.8-2009)

Cat.No.11047P

www.irs.gov

Since you last filed form W-4 with your employer did you...•Marryordivorce?•Gainorloseadependent?•Changeyourname?

Were there major changes to...•Yournon-wageincome(interest,dividends,capitalgains,etc.)?•Yourfamilywageincome(youoryourspousestartedorended ajob)?

•Youritemizeddeductions?•Yourtaxcredits?

If you can answer “YES”...To any of these questions or you owed extra tax when you filed your lastreturn,youmayneedtofileanewformW-4.SeeyouremployerforacopyofFormW-4orcalltheIRSat1-800-829-3676.Now is the time to check your withholding. For more details, get Publication919,How Do I Adjust My Tax Withholding?, or use the WithholdingCalculatorat:www.irs.gov/individualsontheIRSwebsite.

Employer:PleasepostorpublishthisBulletinBoardPostersothatyouremployeeswillseeit.Pleaseindicatewheretheycangetformsandinformationonthissubject.



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PAYDAY NOTICE

By: ______________________________________________________________________________________

Title: _____________________________________________________________________________________

Weekly Bi-Weekly Monthly

Other _________________________________________________

Regular Paydays for Employees of

_______________________________________________________________________(Company Name)

Shall be as follows:

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