Ohio Department of Job and Family Services CIVIL RIGHTS POSTERS FOR EMPLOYERS JFS 02745 (Rev. 3/2008) Package contains one copy of the following: EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW (English and Spanish) YOUR RIGHTS UNDER THE FAIR LABOR STANDARDS ACT – FEDERAL MINIMUM WAGE YOU HAVE THE RIGHT TO A SAFE AND HEALTHFUL WORKPLACE. IT’S THE LAW (English and Spanish) NOTICE EMPLOYEE POLYGRAPH PROTECTION ACT (English and Spanish, two pages) YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT OF 1993 (English and Spanish) YOUR RIGHTS UNDER USERRA OHIO FAIR EMPLOYMENT PRACTICE LAW STATE OF OHIO MINIMUM WAGE STATE OF OHIO MINOR LABOR LAWS NOTICE TO EMPLOYEES This employer provides Unemployment Compensation Coverage for Employees JFS 55341 (Rev. 1/2007) (This poster is not required to be posted) NO SMOKING
Transcript
Ohio Department of Job and Family Services CIVIL RIGHTS POSTERS FOR EMPLOYERS
JFS 02745 (Rev. 3/2008)
Package contains one copy of the following:
EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW (English and Spanish)
YOUR RIGHTS UNDER THE FAIR LABOR STANDARDS ACT – FEDERAL
MINIMUM WAGE
YOU HAVE THE RIGHT TO A SAFE AND HEALTHFUL WORKPLACE. IT’S THE LAW
(English and Spanish)
NOTICE EMPLOYEE POLYGRAPH PROTECTION ACT (English and Spanish, two pages)
YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT OF 1993
(English and Spanish)
YOUR RIGHTS UNDER USERRA
OHIO FAIR EMPLOYMENT PRACTICE LAW
STATE OF OHIO MINIMUM WAGE
STATE OF OHIO MINOR LABOR LAWS
NOTICE TO EMPLOYEES This employer provides Unemployment
Compensation Coverage for Employees JFS 55341 (Rev. 1/2007) (This poster is not required to be posted)
NO SMOKING
EmployersHolding FederalContracts orSubcontracts
Applicants to and employees ofcompanies with a Federal govern-ment contract or subcontract areprotected under the followingFederal authorities:
RACE, COLOR, RELIGION,
SEX, NATIONAL ORIGIN
Executive Order 11246, as amended,prohibits job discrimination on thebasis of race, color, religion, sex ornational origin, and requires affirma-tive action to ensure equality ofopportunity in all aspects ofemployment.
INDIVIDUALS WITH
DISABILITIES
Section 503 of the Rehabilitation Actof 1973, as amended, prohibits jobdiscrimination because of disabilityand requires affirmative action toemploy and advance in employmentqualified individuals with disabilitieswho, with reasonable accommodation,can perform the essential functionsof a job.
VIETNAM ERA, SPECIAL
DISABLED, RECENTLY
SEPARATED, AND OTHER
PROTECTED VETERANS
38 U.S.C. 4212 of the Vietnam EraVeterans’ Readjustment Assistance Actof 1974, as amended, prohibits jobdiscrimination and requires affirmativeaction to employ and advance inemployment qualified Vietnam eraveterans, qualified special disabledveterans, recently separated veterans,and other protected veterans.
Any person who believes a contractorhas violated its nondiscrimination oraffirmative action obligations underthe authorities above should contactimmediately:
The Office of Federal ContractCompliance Programs (OFCCP),Employment Standards Administration,U.S. Department of Labor,200 Constitution Avenue, N.W.,Washington, D.C. 20210 or call(202) 693-0101, or an OFCCPregional or district office, listed inmost telephone directories under U.S.Government, Department of Labor.
Equal Employment Opportunity is
THE LAWPrivate Employment,State and LocalGovernments,Educational Institutions
Applicants to and employees of most private employers, stateand local governments, educational institutions, employmentagencies and labor organizations are protected under the followingFederal laws:
RACE, COLOR, RELIGION, SEX, NATIONAL
ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, prohibitsdiscrimination in hiring, promotion, discharge, pay, fringe benefits,job training, classification, referral, and other aspects of employment,on the basis of race, color, religion, sex or national origin.
DISABILITY
The Americans with Disabilities Act of 1990, as amended, protectsqualified applicants and employees with disabilities from discrim-ination in hiring, promotion, discharge, pay, job training, fringebenefits, classification, referral, and other aspects of employment onthe basis of disability. The law also requires that covered entitiesprovide qualified applicants and employees with disabilities withreasonable accommodations that do not impose undue hardship.
AGE
The Age Discrimination in Employment Act of 1967, as amended,protects applicants and employees 40 years of age or older fromdiscrimination on the basis of age in hiring, promotion, discharge,compensation, terms, conditions or privileges of employment.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the CivilRights Act of 1964, as amended (see above), the Equal Pay Act of1963, as amended, prohibits sex discrimination in payment of wagesto women and men performing substantially equal work in the sameestablishment.
Retaliation against a person who files a charge of discrimination,participates in an investigation, or opposes an unlawful employmentpractice is prohibited by all of these Federal laws.
If you believe that you have been discriminated against under any ofthe above laws, you should contact immediately:
The U.S. Equal Employment Opportunity Commission (EEOC),1801 L Street, N.W., Washington, D.C. 20507 or an EEOC fieldoffice by calling toll free (800) 669-4000. For individuals withhearing impairments, EEOC’s toll free TDD number is (800) 669-6820.
In addition to the protection of TitleVII of the Civil Rights Act of 1964, asamended, Title VI of the Civil RightsAct prohibits discrimination on thebasis of race, color or national originin programs or activities receivingFederal financial assistance. Employ-ment discrimination is covered byTitle VI if the primary objective of thefinancial assistance is provision ofemployment, or where employmentdiscrimination causes or may causediscrimination in providing servicesunder such programs. Title IX of theEducation Amendments of 1972prohibits employment discriminationon the basis of sex in educationalprograms or activities which receiveFederal assistance.
INDIVIDUALS WITHDISABILITIES
Sections 501, 504 and 505 of theRehabilitation Act of 1973, asamended, prohibits employmentdiscrimination on the basis of disabil-ity in any program or activity whichreceives Federal financial assistance inthe federal government. Discrimina-tion is prohibited in all aspects ofemployment against persons withdisabilities who, with reasonableaccommodation, can perform theessential functionsof a job.
If you believe you have beendiscriminated against in a programof any institution which receivesFederal assistance, you should contactimmediately the Federal agencyproviding such assistance.
La Igualdad De Oportunidades De Empleo Es
LA LEY
Solicitantes de empleo y empleadosde compañías privadas que tienen uncontrato o subcontrato federal sonprotegidos por las siguientes autori-dades federales:
RAZA, COLOR, RELIGION,SEXO, ORIGEN NACIONAL
La Orden del Poder Ejecutivo 11246,según enmendada, prohibe la discri-minación en el empleo por razón deraza, color, religión, sexo u origennacional, y requiere programas deacción afirmativa para asegurar laigualdad de oportunidades en todoslos aspectos de empleo.
INDIV1DUOS CONIMPEDIMENTOS
La Sección 503 de la Ley deRehabilitación cle 1973, según enmen-dada, prohibe la discriminación en elempleo por razón de impedimento yrequiere programas de acción afirma-tiva en la contratación y ascenso depersonas calificadas con impedimen-tos que, con comodidad razonable,pueden desempeñar las funcionesesenciales del empleo.
VETERANOS DE LA ERA DEVIETNAM , VETERANOS CONIMPEDIMENTOS ESPECIALES,Y OTROS VETERANOSPROTEGIDOS
38 U.S.C. 4212 de la Ley deAsistencia para la Readaptación de losVeteranos de Vietnam prohibe la dis-criminación en el empleo y exige pro-gramas de acción afirmativa en lacontratación y ascenso de veteranoscalificados de Vietnam y de veteranoscalificados con impedimentos espe-ciales.
Cualquier persona que crea que uncontratista no ha cumplido con susobligaciones referentes a la no dis-criminación o los programas deacción afirmativa bajo las leyes ante-riormente mencionadas debe comuni-carse de inmediato con:
The Office of Federal ContractCompliance Programs (OFCCP),Employment StandardsAdministration, U.S. Department ofLabor, 200 Constitution Avenue,N.W., Washington, D.C. 202 10 o lla-mar al(202)693-0101, 0 una oficinaregional o de distrito del OFCCRlistado bajo el titulo U.S. Government,Department of Labor.
Las siguientes leyes federales protegen solicitantes de empleo yempleados de la mayoria de los empleadores privados, gobier-nos estatales y locales, instituciones de enseñanza, agencias deempleo y organizaciones laborales:
RAZA, COLOR, RELIGION,SEXO, ORIGEN NACIONAL
El Titulo V11 de la Ley de Derechos Civiles de 1964, segúnenmendada, prohibe la discriminación en el empleo por razónde raza, color, religión, sexo u origen nacional en la contra-tación, promoción, despido, pago, beneficios suplementarios,programas de adiestramiento, clasificación de empleo, reclu-tarniento y bajo cualquier otro término y condición de empleo.
IMPEDIMENTO
La Ley para Personas con Impedimentos de 1990, segúnenmendada, protege solicitantes de empleados y emptea dos conimpedimentos contra la discriminación en la contratación, pro-moción, despido, pago, programas de adiestramiento, benefi-cios suplementarios, clasificación, asignación, y otros aspectosde empleo por razón de impedimento. La ley también exigeque toda entidad comprendida proporcione a solicitantes deempleo y empleados calificados con impedimentos comodidadrazonable al menos que esto cause dificultad excesiva.
EDAD
La Ley Contra la Discriminación en el Empleo por Razón deEdad de 1967, según enmendada, protege solicitantes deempleo y empleados de 40 años de edad o más de la discrimi-nación en el empleo por razón de edad en la contratación,promoción, despido, pago, y bajo cualquier otro término,condición o privilegio de empleo.
SEXO (PAGO)
Ademas del Titulo V11 de la Ley de Derechos Civiles de 1964(anteriormente descrita), la Ley de lgualdad en el Pago de1963, según enmendada, prohibe la discriminación por razónde sexo en el pago de salario a mujeres y hombres que realizantrabajos sustancialmente iguales en el mismo lugar de trabajo.
Tomar represalia contra una persona que haya presentado unadenuncia de discriminación, participe en una investigación, o seoponga a una práctica ilegal de empleo es prohibido por todasestas leyes federales.
Si usted cree que ha sido discriminado bajo cualquiera de lasleyes descritas, debe comunicarse de inmediato con:
La Comisión de Igualclad cle Oportuniclades de Empleo(EEOC), 1801 L Street, N.W., Washington, D.C. 20507 o conuna oficina local de la Comisión Harnando gratuitamente al(800) 669-4000. Para personas con impedimentos auditivos, elnúmero sin cargo de la Comisión por el sisterna TDD es(800) 669-6820.
Programas oActividades queReciben SubsidiosFederales
RAZA, COLOR, ORIGENNACIONAL, SEXO
Además del amparo que brinda elTitulo VII cle la Ley de DerechosCiviles de 1964, el Titulo VI de la leyprohibe la discriminación por razónde raza, color, u origen nacional enprogramas o actividades que recibensubsidios federales. Discriminaciónen el empleo está comprendida bajoel Titulo VI si el objetivo primordialdel subsidio es proporcionar empleosy en los casos en que la discrim-inación en el empleo causa o podríacausar discriminación en la prestaciónde servicios de esos programas. ElTitulo IX de las Enmiendas deEducación de 1972 prohibe la discri-minación en el empleo por razón desexo en programas o actividadeseducacionales que reciben subsidiosfederales.
INDIVIDUOS CONIMPEDIMENTOS
La Sección 504 de la Ley deRehabilitación de 1973, según enmen-dada, prohibe la discriminación en elempleo por razón de impedimentosen cualquier programa o actividad querecibe subsidios del gobierno federal.Se prohibe la discriminación en todaslas modalidades de empleo contrapersonas con impedimentos fisicos ymentales que, con comodidadrazonable, pueden desempeñar lasfunciones esenciales del empleo.
Si usted cree que ha sido discrimina-do en el empleo en un programa decualquier institución que recibe sub-sidios federales, debe comunicarse deinmediato con la agencia federal queotorga el subsidio.
EMPLOYEE RIGHTSUNDER THE FAIR LABOR STANDARDS ACTTHE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
$5.85 PERHOUR
BEGINNING JULY 24, 2007
$7.25 PERHOUR
BEGINNING JULY 24, 2009
$6.55 PERHOUR
BEGINNING JULY 24, 2008
FEDERAL MINIMUM WAGE
OVERTIME PAY
YOUTHEMPLOYMENT
TIP CREDIT
ENFORCEMENT
ADDITIONALINFORMATION
At least 1 times your regular rate of pay for all hours worked over 40 in a workweek.
An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farmjobs declared hazardous by the Secretary of Labor.
Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-haz-ardous jobs under the following conditions:
No more than• 3 hours on a school day or 18 hours in a school week; • 8 hours on a non-school day or 40 hours in a non-school week.
Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1 through Labor Day,when evening hours are extended to 9 p.m. Different rules apply in agricultural employment. Formore information, visit the YouthRules! Web site at www.youthrules.dol.gov.
Employers of “tipped employees” must pay a cash wage of at least $2.13 per hour if they claim a tip creditagainst their minimum wage obligation. If an employee's tips combined with the employer's cash wage of atleast $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.Certain other conditions must also be met.
The Department of Labor may recover back wages either administratively or through court action, for theemployees that have been underpaid in violation of the law. Violations may result in civil or criminal action.
Civil money penalties of up to $11,000 per violation may be assessed against employers who violate the youthemployment provisions of the law and up to $1,100 per violation against employers who willfully or repeatedlyviolate the minimum wage or overtime pay provisions. This law prohibits discriminating against or dischargingworkers who file a complaint or participate in any proceedings under the Act.
• Certain occupations and establishments are exempt from the minimum wage and/or overtime pay provisions.• Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana
Islands. • Some state laws provide greater employee protections; employers must comply with both.• The law requires employers to display this poster where employees can readily see it.• Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days
of employment with an employer. • Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than
the minimum wage under special certificates issued by the Department of Labor.
12/
WHD Publication 1088 (Revised June 2007)
U.S. Department of Labor Employment Standards Administration Wage and Hour Division
related activities. tests given by the Federal Government to certain private individuals engaged in national security-Federal, State and local governments are not affected by the law. Also, the law does not apply to
EXEMPTIONS*
prospective employee for refusing to take a test or for exercising other rights under the Act. take a lie detector test, and from discharging, disciplining, or discriminating against an employee or Employers are generally prohibited from requiring or requesting any employee or job applicant to
PROHIBITIONS
tests either for pre-employment screening or during the course of employment. The Employee Polygraph Protection Act prohibits most private employers from using lie detector
PROTECTION ACT EMPLOYEE POLYGRAPH
NOTICE Washington, D.C. 20210 Wage and Hour Division
EMPLOYMENT STANDARDS ADMINISTRATION
U.S. DEPARTMENT OF LABOR
WH Publication 1462
Washington, D.C. 20210 Wage and Hour Division
EMPLOYMENT STANDARDS ADMINISTRATION
U.S. DEPARTMENT OF LABOR
is more restrictive with respect to lie detector tests. *The law does not preempt any provision of any State or local law or an
APPLICANTS CAN READILY SEE IT. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB
Department of Labor, Employment Standards Administration. the Wage and Hour Division, which are listed in the telephone directory under U.S. Government, Additional information may be obtained, and complaints of violations may be filed, at local offices of
ADDITIONAL INFORMATION
to $10,000 against violators. Employees or job applicants may also bring their own court actions. The Secretary of Labor may bring court actions to restrain violations and assess civil penalties up
ENFORCEMENT
results disclosed to unauthorized persons. written notice before testing, the right to refuse or discontinue a test, and the right not to have test conduct and length of the test. Examinees have a number of specific rights, including the right to a Where polygraph tests are permitted, they are subject to numerous strict standards concerning the
EXAMINEE RIGHTS
that resulted in economic loss to the employer. who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms
alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers. subject to restrictions, to certain prospective employees of security service firms (armored car, The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector,
y collective bargaining agreement which
September 1988
Departamento de Trabajo de EE UU
Administración de Normas de Empleo
Sección de Horas y Sueldos
Washington,D.C. 20210
AvisoLey Para La Protección del Empleado
contra la Prueba de Polígrafo La Ley Para La Protección del Empleado contra la Prueba de Polígrafo le prohíbe a la mayoría de los empleadores del sector privado que utilice pruebas con detectores de mentiras durante el período de pre empleo o durante el servicio de empleo.
PROHIBICIONES Generalmente se le prohíbe al empleador que le exija o requiera a un empleado o a un solicitante a un trabajo que se someta a una prueba con detector de mentiras, y que despida, discipline, o discrimine de ninguna forma contra un empleado o contra un aspirante a un trabajo por haberse negado a someterse a la prueba o por haberse acogido a otros derechos establecidos por la Ley.
Exenciones* Esta Ley no afecta a los empleados de los gobiernos federal, estatales y locales. Tampoco se aplica a las pruebas que el Gobierno Federal les administra a ciertos individuos del sector privado que trabajan en actividades relacionadas con la seguridad nacional.
La Ley permite la administración de pruebas de polígrafo (un tipo de detector de mentiras) en el sector privado, sujeta a ciertas restricciones, a ciertos aspirantes para empleos en compañías de seguridad (vehículos blindados, sistemas de alarma y guardias). También se les permite el uso de éstas a compañías que fabrican, distribuyen y dispensan productos farmacéuticos.
La Ley también permite la administración de estas pruebas de polígrafo, sujeta a ciertas restricciones, a empleados de empresas privadas que estén bajo sospecha razonable de estar involucrados en un incidente en el sitio de empleo (tal como un robo, desfalco, etc.) que le haya ocasionado daños económicos al empleador.
DERECHOS DE LOS EXAMINADOS En casos en que se permitan las pruebas de polígrafo, éstas deben ser administradas bajo una cantidad de normas estrictas en cuanto a su administración y duración.Los examinados tienen un número de derechos específicos, incluyendo el derecho de advertencia por escrito antes de someterse a la prueba, el derecho a negarse a someterse a la prueba o a descontinuarla, al igual que el derecho a negarse a que los resultados de la prueba estén al alcance de personas no autorizadas.
CUMPLIMIENTO El/La Secretario(a) de Trabajo puede entablar pleitos contra violadores de la Ley para impedir violaciones y puede imponer penas pecuniarias civiles de hasta $10,000 contra los violadores.Los empleados o solicitantes a empleo también tienen derecho a entablar su propio pleito en los tribunales.
INFORMACIÓN ADICIONAL Se puede obtener información adicional al igual que se pueden presentar quejas de violaciones en las oficinas locales de la Sección de Horas y Sueldos, las cuales aparecen en la guía telefónica bajo Gobierno de EE UU, Departamento de Trabajo, Administración de Normas de Empleo.
La Ley exige que los empleadores exhiban este aviso donde los empleados y los
solicitantes de empleo lo puedan ver fácilmente.
Departamento de Trabajo de EE UU
Administración de Normas de Empleo Publicación de "WH" 1462Sección de Horas y Sueldos Septiembre 1988Washington, D.C. 20210 *U.S. GPO: 2001-483-015/59227
* La Ley no substituye ninguna provisión de cualquier otra ley estatal o local ni tampoco a tratos colectivos que sean más rigurosos con respecto a las pruebas de polígrafo.
Your Rights under the
Family and Medical Leave Act of 1993 FMLA requires covered employers to provide up to 12weeks of unpaid, job-protected leave to ''eligible''employees for certain family and medical reasons.Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over
the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.
Reasons for Taking Leave:
Unpaid leave must be granted for any of the following reasons: • to care for the employee's child after birth, or placement
for adoption or foster care; • to care for the employee's spouse, son or daughter, or
parent who has a serious health condition; or • for a serious health condition that makes the employee
unable to perform the employee's job. At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.
Advance Notice and Medical Certification:
The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met. • The employee ordinarily must provide 30 days advance
notice when the leave is ''foreseeable.'' • An employer may require medical certification to
support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.
Job Benefits and Protection:
• For the duration of FMLA leave, the employer must maintain the employee's health coverage under any ''group health plan.''
• Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
• The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
Unlawful Acts by Employers:
FMLA makes it unlawful for any employer to: • interfere with, restrain, or deny the exercise of any
right provided under FMLA: • discharge or discriminate against any person for
opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
-Enforcement:
• The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
• An eligible employee may bring a civil action against an employer for violations.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
For Additional Information:
If you have access to the Internet visit our FMLA website: http://www.dol.gov/esa/whd/fmla. To
Wage-Hour toll-free information and help line at 1-866-4USWAGE (1-866-487-9243): a customer service representative is available to assist you with referral information from 8am to 5pm in your time zone; or log onto our Home Page at http://www.wagehour.dol.gov.
U.S. Department of LaborEmployment Standards AdministrationWage and Hour DivisionWashington, D.C. 20210
WH Publication 1420 Revised August 2001
*U.S. GOVERNMENT PRINTING OFFICE 2001-476-344/49051
locate your nearest Wage-Hour Office, telephone our
Sus Derechos bajo
La Ley de Ausencia Familiar y Médica de 1993 La Ley de Ausencia Familiar y Médica de 1993 (LAFM) requiere que patrones sujetos a la ley provean a sus empleados 12 semanas de ausencia del trabajo sin paga por ciertas razones familiares médicas, con protección del empleo a empleados
"elegibles." Se consideran elegibles a los empleados de dicho patrón quienes hayan trabajado un año, y trabajado 1,250 horas o más en los últimos 12 meses, y trabajan dentro de un área de 75 millas donde se ocupan a 50 empleados o más del mismo patrón.
Razones para SolicitarAusencia:
Tiene derecho un empleado de tomar ausencia del trabajo sin paga por cualquiera de las siguientes razones:
• para cuidar a un niño recién nacido, o llevar a cabo una adopción o crianza, de un niño del empleado;
• para cuidar a un cónyuge (esposo/a), hijo/a, o cualquiera de los padres, quien padezca de un estado de salud grave, o;
• por un estado de salud grave que le impide a un empleado desempeñar su trabajo.
Se puede elegir por parte del empleado o el patrón substituir una ausencia sin paga por una ausencia pagada si el empleado tiene el tiempo pagado acumulado.
Notificación por Adelantado y Certificado Médico:
Se le puede exigir a un empleado que notifique por adelantado la necesidad de estar ausente, y además exigirle que provea certificado médico. Se puede negar el permiso si el empleado no cumple con estos requisitos.
• Por lo general se requiere que el empleado notifique al patrón con 30 dias por adelantado cuando la ausencia es "anticipada."
• El patrón puede exigirle un certificado médico al empleado que pide tomar ausencia por motivo de un estado de salud grave, y puede exigir una segunda o tercera opinión médica (a cuenta del patrón), y además puede exigir un certificado médico de la salud, estado fisico y capacidad del empleado para regresar al trabajo.
Beneficios y Protección del Empleo:
Durante una ausencia, el patrón tendrá que mantener en vigor el seguro de salud del empleado bajo cualquier "plan de salud de grupo" en existencia.
• Al regresar de una ausencia los empleados tienen el derecho a su trabajo original o a un trabajo equivalente con sueldo, beneficios, y otras condiciones de empleo equivalentes.
• Una ausencia no puede resultar en la pérdida de ningún beneficio acumulado antes de que el empleado comenzara la ausencia del trabajo.
Actos Ilegales Por Parte del Patrón:
La LAFM le prohibe al patrón lo siguiente:
• que interfiera, restrinja, o niegue que se ejercite cualquier derecho estipulado por la LAFM;
• que se despida o se discrimine en contra de cualquier persona que se oponga a una práctica prohibida por la LAFM, o se involucre en cualquier procedimiento relacionado a esta ley.
-Ejecución:
• El "Department of Labor" tiene la autoridad de investigar y resolver quejas de infracciones de la LAFM.
• El empleado elegible puede demandar a un patrón por medio de acción civil por infracciones de la LAFM.
La LAFM no afecta ninguna ley federal o estatal que prohiba la discriminación, ni reemplaza ninguna ley estatal o local, o convenio sindical que provea más amplios derechos de ausencia familiar o médica.
Para Más Información:
Si tiene acceso al internet, visite la pagina de la LAFM: http://www.dol.gov/esa/whd/fmla. Para localizar la oficina de horarios y salarios más cercana, llame a nuestra linea gratis de información y ayuda al 1-866-4USWAGE (1-866-487-9243). Representantes estan disponibles para asistir con información desde 8am a 5pm en su zona horaria; o visite nuestra pagina de internet http://www.wagehour.dol.gov.
US Department of Labor Employment Standards Administration Wage and Hour Division Washington, D.C. 20210
WH Publication 1420SP Revised August 2001
*U.S. GOVERNMENT PRINTING OFFICE 2001-476-344/49051
U.S. Department of Labor1-866-487-2365
YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT
AND REEMPLOYMENT RIGHTS ACT
★★
Publication Date—January 2006
REEMPLOYMENT RIGHTS
You have the right to be reemployed in your civilian job if you leave thatjob to perform service in the uniformed service and:
✩ you ensure that your employer receives advance written or verbalnotice of your service;
✩ you have five years or less of cumulative service in the uniformedservices while with that particular employer;
✩ you return to work or apply for reemployment in a timely mannerafter conclusion of service; and
✩ you have not been separated from service with a disqualifyingdischarge or under other than honorable conditions.
If you are eligible to be reemployed, you must be restored to the job andbenefits you would have attained if you had not been absent due tomilitary service or, in some cases, a comparable job.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATIONIf you:
✩ are a past or present member of the uniformed service; ✩ have applied for membership in the uniformed service; or✩ are obligated to serve in the uniformed service;
then an employer may not deny you:
✩ initial employment;✩ reemployment;✩ retention in employment; ✩ promotion; or ✩ any benefit of employment
because of this status.
In addition, an employer may not retaliate against anyone assisting inthe enforcement of USERRA rights, including testifying or making astatement in connection with a proceeding under USERRA, even if thatperson has no service connection.
HEALTH INSURANCE PROTECTION
✩ If you leave your job to perform military service, you have the rightto elect to continue your existing employer-based health plancoverage for you and your dependents for up to 24 months while inthe military.
✩ Even if you don't elect to continue coverage during your militaryservice, you have the right to be reinstated in your employer'shealth plan when you are reemployed, generally without any waitingperiods or exclusions (e.g., pre-existing condition exclusions) exceptfor service-connected illnesses or injuries.
ENFORCEMENT
✩ The U.S. Department of Labor, Veterans Employment and TrainingService (VETS) is authorized to investigate and resolve complaintsof USERRA violations.
✩ For assistance in filing a complaint, or for any other information onUSERRA, contact VETS at 1-866-4-USA-DOL or visit its website athttp://www.dol.gov/vets. An interactive online USERRA Advisor canbe viewed at http://www.dol.gov/elaws/userra.htm.
✩ If you file a complaint with VETS and VETS is unable to resolve it,you may request that your case be referred to the Department ofJustice for representation.
✩ You may also bypass the VETS process and bring a civil actionagainst an employer for violations of USERRA.
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers
from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.
★ ★
1-800-336-4590
The rights listed here may vary depending on the circumstances. This notice was prepared by VETS, and may be viewed on the internet at this address:http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying this notice where they customarily place notices for employees.
U.S. Department of Justice
FOR USE BY PRIVATE SECTOR AND STATE GOVERNMENT EMPLOYERS
IT IS UNLAWFUL: For EMPLOYERS to deny equal opportunity in hiring, tenure, terms, conditions or privileges of employment;
For LABOR UNIONS to deny admission, limit or classify members;
For EMPLOYMENT AGENCIES to refuse or fail to accept, register, classify properly or refer for employment;
...on the basis of race, color, religion, sex, national origin, disability, ancestry or age. FURTHER, it is an unlawful discriminatory practice, prior to employment or admission to union membership, to request any information or keep records, print or publish notices or advertisement which indicate a person’s race, color, religion, sex, national origin, disability, ancestry or age. THIS LAW APPLIES TO:
Employers of four or more persons, including the State or any political subdivision thereof; Employment agencies operating with or without compensation; All employers, labor organizations or joint labor management committees controlling apprentice training programs; Any person who obstructs or hinders compliance with this act. Any person or person claiming to be aggrieved or having knowledge of alleged discrimination or the Ohio Civil Rights Commission on its own initiative may utilize this law by filing a charge affidavit.
Summary Provisions of the OHIO FAIR EMPLOYMENT PRACTICES LAW (For complete text see sections 4112.01 to 4112.11 and Section 4112.99 of the Ohio Revised Code)
For additional information, please contact your closest regional office of The Ohio Civil Rights Commission.
Know Your RightsKnow Your Rights
Akron Regional Office Akron Government Center Suite 205 161 S. High Street Akron, Ohio 44308 330-643-3100 (voice/TTY) Cincinnati Regional Office Corporate Tower 7162 Reading Road, Suite 1001 Cincinnati, Ohio 45237 513-852-3344 (Voice/TTY) Cleveland Regional Office Frank J. Lausche Building Suite 885 615 West Superior Avenue Cleveland, Ohio 44113 216-787-3150 (Voice/ TTY)
Columbus Regional Office 1111 E. Broad Street, Suite 301 Columbus, Ohio 43205 614-466-5928 (Voice/TTY) Dayton Regional Office 40 W. 4th Center, Suite 1900 Dayton, Ohio 43202-1831 937-285-6500 (Voice/TTY) Toledo Regional Office Room 936 One Government Center Jackson and Erie Streets Toledo, Ohio 43604 419-245-2900 (Voice/TTY)
The Ohio Civil Rights Commission (OCRC receives and investigates charges of discrimination in employment,
housing, public accommodation, credit and disability in higher education on the bases of race, color, religion, sex, national
origin, disability, age, ancestry or familial status.
For more information, contact us: Toll Free 1-888-278-7101
OHIO DEPARTMENT OF COMMERCEDIVISION OF LABOR & WORKER SAFETY
NON-TIPPED EMPLOYEES
TIPPED EMPLOYEESA Minimum Wage of
$3.50 per hour PLUS TIPS (as of January 1, 2008)
"Tipped Employees" includes any employee who engages in an occupation in which he/she customarily and regularly receives more than thirty dollars ($30.00)per month in tips from patrons or others. The tips are proven if indicated by the employee's declaration for thepurposes of the federal insurance contribution act.Including when tips are added to the employee's wage, his/her hourly pay cannot be less than the regular minimum wage of $7.00 prescribed by law.
"Non-Tipped Employees" includes any employee who does not engage in an occupation in which he/she customarily and regularly receives more than thirtydollars ($30.00) per month in tips from patrons or others.
“Employers” who gross under $255,000.00 shall pay their employees no less than the current Federal Minimum wage rate.
“Employees” under the age of 16 shall be paid no less than the current federal minimum wage rate.
“Current Federal Minimum Wage” is $5.85 per hour. Effective July 24, 2008, it is $6.55 per hour.
A Minimum Wage of$7.00 per hour (as of January 1, 2008)
1. An employer shall pay an employee for overtime at a wage rateof one and one-half times the employee's wage rate for hours inexcess of forty hours in one work week, except for employersgrossing less than $150,000 per year.
2. Hospitals and Nursing Homes are permitted time and one-half inexcess of eighty hours in a two week period and also in excessof eight hours a day.
PERMANENT RECORDS TO BE KEPT BY THE EMPLOYER(ORC 4111.08 & 4111.14(F))1. Each employer shall keep permanent records for at least three
years, available for transcription and inspection by a dulyauthorized Deputy of the Division, showing the followingfacts concerning each employee:
A. NameB. AddressC. OccupationD. Rate of PayE. Amount paid each pay periodF. Hours worked each day and each work week
2. Determinations of compliance. The records may be opened forinspection or copying at any reasonable time and no employershall hinder or delay authorized Deputies of the Division inthe performance of their duties.
To prevent the curtailment of opportunities for employment and avoid unduehardship to individuals whose earning capacity is affected or impaired byphysical or mental deficiencies or injuries a sub-minimum wage may be paid,as provided in the rules and regulations set forth by the Administrator.
INDIVIDUALS EXEMPT FROM MINIMUM WAGE(ORC 4111.14 (B))1. Any individual employed by the United States;2. Any individual employed as a baby-sitter in the employer's home,
or a live-in companion to a sick, convalescing, or elderly personwhose principal duties do not include housekeeping;
3. Any individual employed as an outside salesman compensatedby commissions or in a bona fide executive, administrative, orprofessional capacity, or computer professionals.
4. Any individual who volunteers to perform services for a public agencywhich is a State, a political subdivision of a State, or an interstategovernment agency, if
(i) the individual receives no compensation or is paid expenses,reasonable benefits, or a nominal fee to perform the services forwhich the individual volunteered; and(ii) such services are not the same type of services which theindividual is employed to perform for such public agency.
5. Any individual who works or provides personal services of acharitable nature in a hospital or health institution for whichcompensation is not sought or contemplated;
6. Any individual in the employ of a camp or recreational areafor children under eighteen years of age and owned and operatedby a non-profit organization or group of organizations.
7. Employees of a solely family owned and operated business who arefamily members of an owner.
This summary does not include all of the requirements for minimum and overtime wages. Persons should refer to ORC 4111 for specificrequirements applicable to them.
POST IN A CONSPICUOUS PLACEFor further information about minimum wage issues, please contact: The Ohio Department of Commerce, Division of Labor & Worker Safety, 77 South High Street,22nd Floor, Columbus, Ohio 43215. Phone: (614) 644-2239. TTY/TDD: 1-800-750-0750.
An Equal Opportunity Employer and Service Provider
TED STRICKLANDGovernor
www.com.ohio.gov/
(REV. 10/23/07)
www.com.state.oh.us
OHIO DEPARTMENT OF COMMERCEDIVISION OF LABOR & WORKER SAFETY
PROHIBITED OCCUPATIONS FOR MINORS 14 through 17 YEARS OF AGE1. Occupations involving slaughtering, meat-packing, processing or rendering2. Power-driven bakery machines3. Occupations involved in the manufacture of brick, tile and kindred products4. Occupations involved in the manufacture of chemicals5. Manufacturing or storage occupations involving explosives6. Occupations involving exposure to radioactive substances and to
ionizing radiations7. Power-driven paper products machines8. Power-driven metal forming, punching and shearing machines9. Occupations involved in the operation of power-driven circular saws,
band saws and guillotine shears
10. Power-driven woodworking machines11. Coal mines12. Occupations in connection with mining, other than coal13. Logging and sawmilling14. Motor vehicle occupations15. Maritime and longshoreman occupations16. Railroads17. Excavation operations18. Power-driven and hoisting apparatus19. Roofing operations20. Wrecking, demolition, and shipbreaking.
POST IN A CONSPICUOUS PLACE
*For Exceptions to Coverage See Chapter 4109.06
The for-profit employer is REGISTERED with the Ohio Department of Commerce. DOOR-TO-DOOR SALES EMPLOYERS SHALL:1. Be in compliance with all applicable Ohio and Federal laws relating to the employment of minors2. Provide at least one supervisor who is over the age of eighteen, for each six minor employees3. Have been and be in compliance with Ohio's Motor Vehicle Financial Responsibility, Workers' Compensation, Unemployment Compensation, and all other applicable laws4. Require all minors to work at least in pairs5. Not employ any minor who does not have an appropriate Age and Schooling Certificate6. Provide each minor employee with a photo identification card7. Not employ any minor in any door-to-door sales activity during school hours except where specifically permitted8. Not employ minors under 16 in door-to-door sales activity before 7 a.m. or after 7 p.m.9. Not employ minors 16 and 17 years of age in door-to-door sales activity before 7 a.m. or after 8 p.m.
MINORS UNDER 16 YEARS OF AGE MAY NOT ENGAGE IN DOOR-TO-DOOREMPLOYMENT UNLESS
This is a summary of ORC 4109. This summary does not include all of the requirements for minor labor laws. Personsshould refer to 4109 for specific requirements applicable to them. This information can be accessed through the OhioDepartment of Commerce Web site at www.com.state.oh.us.
No person 16 or 17 who is required to attend school shall be employed:1. Before 7 a.m. on any day that school is in session or 6 a.m. if the person was not employed after 8 p.m. the previous night2. After 11 p.m. on any night preceding a day that school is in session.
PROHIBITED OCCUPATIONS FOR MINORS UNDER 16 YEARS OF AGE1. All manufacturing; mining; processing; public messenger service2. Work in freezers and meat coolers and all preparation of meats for sale (except wrapping, sealing, labeling, weighing, pricing and stocking)3. Transportation; storage; communications; public utilities; construction; repair4. Work in boiler or engine rooms; maintenance or repair of machinery5. Outside window washing from window sills or scaffolding and/or ladders6. Cooking and baking; operating, setting up, adjusting, cleaning, oiling or repairing power-driven food slicers, grinders, food choppers, cutters, bakery type mixers7. Loading or unloading goods to and from trucks8. All warehouse work except office and clerical9. Work in connection with cars and trucks involving the use of pits, racks or lifting apparatus or involving the inflation of any tire mounted on a rim equipped with a removable retaining ring.
TED STRICKLANDGovernor
WORKING PERMITS: Every minor 14 through 17 years of age must have a working permit unless otherwise stated in Chapter 4109.WAGE AGREEMENT: No employer shall give employment to a minor without agreeing with him/her as to the wages or compensation he/she shall receive for each day, week, month,year or per piece for work performed.REST PERIOD: No employer shall employ a minor more than 5 consecutive hours without a rest period of at least 30 minutes.LIST OF MINORS EMPLOYED: Employer shall keep a list of minors employed at each establishment and a list must be posted in a conspicuous place to which all minor employeeshave access.TIME RECORDS: Every employer shall keep a time book or other written record showing actual starting and stopping time of each work and rest period. These records must be keptfor two (2) years.
OHIO REVISED CODE CHAPTER 4109*"MINOR" MEANS ANY PERSON LESS THAN 18 YEARS OF AGE
RESTRICTIONS ON WORKING HOURS FOR MINORS 16 and 17 YEARS OF AGE
STATE OF OHIO
MINOR LABOR LAWSKIMBERLY A. ZURZ
Director
No person under 16 shall be employed:1. During school hours except where specifically permitted by Chapter 41092. Before 7 a.m. or after 9 p.m. from June 1st to September 1st or during any school holiday of 5 school days or more; or after 7 p.m. at any other time3. For more than 3 hours a day in any school day4. For more than 18 hours in any school week5. For more than 8 hours in any day when school is not in session6. For more than 40 hours in any week that school is not in session nor during school hours, unless employment is incidental to bona fide programs of vocational cooperative training,work-study, or other work-oriented programs with the purpose of educating students, and the program meets standards established by the state board of education.
RESTRICTIONS ON WORKING HOURS FOR MINORS 14 and 15 YEARS OF AGE
For further information about Minor Labor issues, please contact: The Ohio Department of Commerce, Division of Labor & Worker Safety, 77 S. High Street,22nd Floor, Columbus, Ohio 43215, phone: (614) 644-2239. TTY/TDD: 1-800-750-0750. An Equal Opportunity Employer and Service Provider (REV. 01/29/07)
THIS EMPLOYER PROVIDES UNEMPLOYMENTCOMPENSATION COVERAGE FOR EMPLOYEES
Employees who become unemployed (or are working less than full time) maybe eligible for unemployment compensation benefits.
Apply by phone at 1-877-644-6562 (OHIO-JOB) or online athttp://unemployment.ohio.gov
Be prepared to provide the following information when applying:
• Social Security number
• Driver license or state ID number
• Names, social security numbers, and dates of birth of all dependent children
• Employer’s identification notice (pay stubs or W2 form)
• Name and address of all other employers for whom work was performed duringthe past 18 months
APPLY FOR WORK AT YOUR NEAREST ONE-STOP EMPLOYMENT AND TRAINING CENTER
Ted StricklandGovernor
Helen E. Jones-KelleyDirector
JFS 55341 (Rev.. 1/2007)
NO SMOKING
To report violations call
866-559-OHIO (6446)in accordance with Chapter 3794
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