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VIRGINIALABOR LAWS

KNOW YOUR RIGHTS IN THE WORKPLACE

3 Virginia Labor Laws

UNEMPLOYMENTCOMPENSATION 4

DISCRIMINATION 5

WORKERS’COMPENSATION 6

VIRGINIAEARNEDTAXINCOMECREDIT 7

EMPLOYEREARNEDTAXINCOMECREDIT 8

OCCUPATIONALSAFETYANDHEALTHPROTECTION 9

FEDERALMINIMUMWAGE 11

EEOC-EQUALEMPLOYMENTOPPORTUNITYISTHELAW 12

FMLA-FAMILYANDMEDICALLEAVEACT 13

USERRA-UNIFORMEDSERVICESEMPLOYMENTANDREEMPLOYMENTRIGHTSACT 14

EMPLOYEEPOLYGRAPHPROTECTIONACT 15

SIGNATUREACKNOWLEDGEMENT 16

CONTENTS

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UNEMPLOYMENT COMPENSATION

NOTICE TO WORKERS

Every day many unemployed workers tell us that unemployment insurance is due them “because they have paid for it.” This is not true in Virginia. There are no deductions from your paycheck for unemployment insurance. Employers’ taxes are deposited in a trust fund from which unemployment insurance benefits are paid. Do not confuse unemployment insurance with Old Age and Survivors Insurance to which both you and your employer contribute.

YOU MAY APPLY FOR UNEMPLOYMENT INSURANCE BENEFITS IF: •Youaretotallyunemployed,or •Youareworkingatreducedwagesandhours,

IF TOTALLY UNEMPLOYED, ON A TEMPORARY LAYOFF, OR IF WORKING REDUCED HOURS:Thefirstweekyouareunemployed,registerforworkandfileaclaimforbenefits.Youcanfileyourclaimonline at www.vec.virginia.gov or by calling our Customer Contact Center at 1-866-832-2363. If you are totally unemployed you must register for work online at www.vawc.virginia.gov.

TO BE ELIGIBLE FOR BENEFITS, THE LAW REQUIRES THAT YOU: •FileaclaimwiththeVirginiaEmploymentCommission. •Have earned sufficient wages from employers who are subject to the Virginia Unemployment

Compensation Act or any other State within your Base Period. •Mustbeunemployedthroughnofaultofyourown. •Mustbeableandavailabletoworkandmakinganactivesearchforwork. •ContinuetoreportasinstructedbytheVirginiaEmploymentCommission.

Youcannotbepaidunemploymentbenefitsuntilyouhavefiledyourclaimandhavemetalloftheeligibilityrequirements.Tospeedpaymentofbenefits,youshouldfileyourclaimassoonasyoubecomeunemployedor your hours are reduced. If you have any questions about your rights and responsibilities under the Virginia Unemployment Compensation Act, visit our website,www.vec.virginia.gov or call our Customer Contact Center at 1-866-832-2363.

THE LAW REQUIRES EMPLOYERS TO POST THIS NOTICE IN A PLACE VISIBLE TO ALL WORKERS.An Equal Opportunity Employer/Program

Auxiliary aids and services are available upon request to individuals with disabilities.This notice is available in Spanish. Direct requests to:

EmployerAccountsUnitPOBox1358Richmond,VA23218-1358

VEC-B-29 (4/15)



DISCRIMINATION

VIRGINIA CODE CHAPTER 39IT IS THE POLICY OF THE COMMONWEALTH OF VIRGINIA:

TosafeguardallindividualswithintheCommonwealthfromunlawfuldiscriminationbecauseofrace,color,religion,nationalorigin,sex,pregnancy,childbirthorrelatedmedicalconditions,age,maritalstatusordisability,inplacesofpublicaccommodation,includingeducationalinstitutions,inrealestatetransactions,inemployment;topreservethepublicsafety,healthandgeneralwelfare;andtofurthertheinterests,rightsandprivilegesofindividualswithintheCommonwealth;andtoprotectcitizensoftheCommonwealthagainstunfoundedchargesofunlawfuldiscrimination.

Unlawful Discriminatory Practice Defined ConductwhichviolatesanyVirginiaorFederalStatuteorregulationgoverningdiscriminationonthebasisofrace,color,religion,nationalorigin,sex,pregnancy,childbirthorrelatedmedicalconditions,age,maritalstatusordisability.

Complaints of possible violations of the Act may be filed with: COUNCIL ON HUMAN RIGHTS

900E.MainStreetPocahontasBuilding,4thFloor

Richmond,VA23219(804)225-2292

Website:www.chr.state.va.us



WORKERS’ COMPENSATION

WORKERS’COMPENSATION NOTICE

THE EMPLOYEES OF THIS BUSINESS ARE COVERED BY THEVIRGINIA WORKERS’ COMPENSATION ACT. IN CASE OF INJURY

BY ACCIDENT OR NOTICE OF AN OCCUPATIONAL DISEASE:

THE EMPLOYEE SHOULD: 1. Immediatelygivenoticetotheemployer,inwriting,oftheinjuryoroccupationaldiseaseandthedateofaccidentornotice

oftheoccupationaldisease.

2. PromptlygivetotheemployerandtotheVirginiaWorkers’CompensationCommissionnoticeofanyclaimforcompensationfortheperiodofdisabilitybeyondtheseventhdayaftertheaccident.Incaseoffatalinjuries,noticemustbegivenbyoneormoredependentsofthedeceasedorbyapersonintheirbehalf.

3. Incaseoffailuretoreachanagreementwiththeemployerinregardtocompensationundertheact,fileapplicationwiththeCommissionforahearingwithintwoyearsofthedateofaccidentalinjuryorfirstcommunicationofthediagnosisofanoccupationaldisease.

4. Ifmedicaltreatmentisanticipatedformorethantwoyearsfromthedateoftheaccidentandnoawardhasbeenentered,theemployeeshouldfileaclaimwiththeCommissionwithintwoyearsfromthedateoftheaccident.

NOTE: Theemployer’sreportofaccidentisnotthefilingofaclaimfortheemployee.Thevoluntarypaymentofwagesorcompensationduringdisability,orofmedicalexpenses,doesnotaffecttherunningofthetimelimitationforfilingclaims.Anawardbasedonavoluntaryagreementmustbeenteredoraclaimfiledwithintwoyears;oneyearindeathcases.

THE EMPLOYER SHOULD: 1. Atthetimeoftheaccident,givetheemployeethenamesofatleastthreephysiciansfromwhichtheemployeemayselect

thetreatingphysician.

2. ReporttheinjurytotheCommissionthroughyourcarrierordirectlytotheCommission.

3. Accuratelydeterminetheemployee’saverageweeklywage,includingovertime,meals,uniforms,etc.

Questions may be answered by contacting the Commission.A booklet explaining the Workers’ Compensation Act is available without cost from:

THE VIRGINIA WORKERS’ COMPENSATION COMMISSION1000DMVDrive,Richmond,Virginia23220

1-877-664-2566•vwc.state.va.us

EveryemployerwithintheoperationoftheVirginiaWorkers’CompensationActMUSTPOSTTHISNOTICEINACONSPICUOUSPLACEinhisplaceofbusiness.

FormVWC1



VIRGINIA EARNED TAX INCOME CREDITWorking individuals or families may be eligible forthe Commonwealth of Virginia income tax credit.

TheCreditforLowIncomeIndividuals(CLI)isataxcreditforpeoplewhoworkhardanddon’tmakemuchmoney.Youmustmeetcertainrequirementstobeeligible.

IfyourtotalfamilyVirginiaadjustedgrossincomeislessthantheamountsestablishedunderfederalpovertyguidelines,ortheUnitedStatesDepartmentofHealthandHumanServicesPovertyguidelines,youmayqualifytoclaimtheCLI.

Find out if you qualify for the CLI by visiting:http://www.tax.virginia.gov/site.cfm?alias=TaxCredit#Low_Income_Individuals_Credit.

ClaimingthecreditisquickandeasywhenyouuseiFile,thefreeStateInternetfilingservice,tofileyourVirginiaincometaxreturn.IfyouareeligibletoclaimtheCLI,iFilewillguideyouthroughasimplestep-by-stepprocesstofilloutyourreturnandcomputeyourcredit.

FormoreinformationvisittheVirginiaStateTaxwebsiteat:http://www.tax.virginia.gov/site.cfm?alias=IndividualHome or call 1-804-786-2992.

Two ways to increaseyour income:

The FederalEarned Income Tax

Credit

The Virginia Creditfor Low Income

Individuals



EMPLOYER EARNED TAX INCOME CREDIT

E arnedIncomeTaxCreditisforpeoplewhoworkforsomeoneelseorownorrunabusiness.Toqualify,youmusthavelowtomidincome.Ifyouqualify,youmustfilea

federaltaxreturntogetEITCevenifyouowenotaxandarenotrequiredtofile.WithEITC,youcouldpaylessfederaltax,paynotax,orreceivemoneyback.TheamountofEITCchangesbasedon:• ifyouaresingleormarried• ifyouhavenochildrenoroneormorechildrenlivingwithyou

All people eligible for EITC have seven things in common: 1. Haveearnedincome2. HaveavalidSocialSecuritynumber3. Donotfileasmarriedfilingseparately4. Generallyarenotanonresidentalien5. Arenotaqualifyingchildofanotherperson6. ArenotfilingForm2555orForm2555-EZ7. Havelimitedinvestmentincome

Four most common EITC filing errors: 1. ClaimingachildwhodoesnotmeetthefourtestsforaqualifyingchildforEITC:age,

relationship,residency,andjointreturn2. Filingassingleorheadofhouseholdwhenmarried3. UnderoroverreportingIncomeorexpenses4. SocialSecuritynumberandlastnamemismatches

Going for tax help or return preparation? Go prepared with:

• Yourvaliddriver’slicenseorotherphotoidcard

• SocialsecuritycardsoraSocialSecuritynumber(SSN)verificationletterforallpersonslistedonthereturn

• Birthdatesforallpersonslistedonreturn

• Allincomestatements:FormsW-2and1099,SocialSecurity,unemployment,andotherstatements,suchaspensions,stocks,interestandanydocumentsshowingtaxeswithheld.Ifself-employedoryouownorrunabusiness,bringrecordsofallyour income

• Allrecordsofexpenses,suchastuition,mortgageinterest,orrealestatetaxes.Ifself-employedoryouownorrunabusiness,bringrecordsofallyourexpenses

• Copiesoflastyear’sstateandfederaltaxreturns,ifyouhavethem

• Bankroutingnumbersandaccountnumberstodirectdepositanyrefund

• Dependentchildcareinformation:nameandaddressofwhoyoupaidandeitherthecaretaker’sSSNorothertaxidentificationnumber

• Bothspousestosignformstoe-fileyourjointtaxreturn

Yourpreparer,whetherpaidorvolunteer,needstoaskmanyquestionstofileyourreturncorrectly.Avoidanaudit,additionaltax,penaltiesorinterestbygivingyourpreparerallyourtaxinformationandansweringallquestions.

Will you be paying someone to do your taxes?BesuretochooseonewhousesaPreparerTaxidentificationnumber(PTIN)andsignsyourreturns. Seeirs.govformoreinformationonhowtochooseataxreturnpreparer.

See if you qualify.www.irs.gov/eitc

Call 1.800.829.1040 orAsk Your Tax Preparer

Publication4194(Rev.5-2012)CatalogNumber59737MDepartmentoftheTreasuryInternal Revenue Servicewww.irs.gov

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OCCUPATIONAL SAFETY AND HEALTH PROTECTION

THE VIRGINIA OCCUPATIONAL SAFETY AND HEALTH (VOSH) LAW, BY AUTHORITY OF TITLE 40.1 OF THE LABOR LAWS OF VIRGINIA, PROVIDES JOB SAFETY AND HEALTH PROTECTION FOR WORKERS. THE PURPOSE OF THE LAW IS TO ASSURE SAFE AND HEALTHFUL WORKING CONDITIONS THROUGHOUT THE STATE. THE VIRGINIA SAFETY AND HEALTH CODES BOARD PROMULGATES AND ADOPTS JOB SAFETY AND HEALTH STANDARDS, AND EMPLOYERS AND EMPLOYEES ARE REQUIRED TO COMPLY WITH THESE STANDARDS. THESE STANDARDS MAY BE FOUND AT THE FOLLOWING WEB ADDRESS: http://www.doli.virginia.gov/doli_regulations/doli_regulations.html. YOU MAY ALSO CONTACT THE DEPARTMENT OF LABOR AND INDUSTRY OFFICES LISTED BELOW TO RECEIVE PRINTED COPIES OF THE VIRGINIA UNIQUE STANDARDS AND OBTAIN THE NAMES OF PUBLISHERS OF THE FEDERAL IDENTICAL STANDARDS.

Job Safety andHealth ProtectionVIRGINIA DEPARTMENT OF LABOR AND INDUSTRY

DiscriminationThe Law provides that employees may not be discharged or discriminatedagainst in any way for filing safety and health complaints or otherwiseexercisingtheirrightsundertheLaw.

Anemployeewhobelieveshehasbeendiscriminatedagainst forexercisingtheir rights under the Law, may file a complaint with the Commissioner of the Virginia Department of Labor and Industry within 60 days of the allegeddiscrimination.

Employees or their representatives have the right to file a complaint with the nearest VOSH office requesting an inspection if they believe unsafe orunhealthyconditionsexistintheirworkplace.VOSHwillwithhold,onrequest,names of employees filing complaints. Complaints may be made at theDepartmentofLaborandIndustryaddressesshownbelow.

Complaint

ComplaintsAgainstStatePlanAdministration:AnypersonmaycomplaintotheRegionalAdministratorofOSHA(addressbelow)concerningtheAdministrationoftheStateSafetyandHealthProgram.

CASPA

TheVOSHprogramshallapplytoallpublicandprivatesectorbusinessesintheStateexcept for Federalagencies,businessesunder theAtomicEnergyAct,railroad rolling stock and tracks, certain Federal enclaves, and businessescoveredbytheFederalMaritimejurisdiction.

StateCoverage

Voluntary efforts by the employer to assure his workplace is in compliance with the Law are encouraged. Voluntary Safety and Health Consultation andTrainingProgramsexisttoassistemployers.TheseservicesmaybeobtainedbycontactingtheDepartmentofLaborandIndustryaddressesshownbelow.

VoluntaryActivity

Employers now have a new system for tracking workplace injuries and illnesses. OSHA’s new recordkeeping log (Form 300) is simpler to understand and use. Using a question and answer format, the revised recordkeeping ruleprovidesguidance for recordingoccupationalinjuries and illnesses and explains how to classify specific cases. Smaller employers (fewer than 10 employees) are exempt from mostrequirements.Toseeifyourindustryispartiallyexempt,visittheOSHAWebsiteatwww.osha.gov/recordkeeping/pub3169text.html.

Recordkeeping

Allfatalities,andinjuriesorillnessesthatresultinanin-patienthospitalization,amputationorlossofaneyemustbereportedtoVOSHwithineight(8)hours.Failuretoreportmayresultinsignificantmonetarypenalties.

AccidentReporting

IfuponinspectionVOSHbelievesanemployerhasviolatedtheLaw,acitationallegingsuchviolationswillbeissuedtotheemployer.Eachcitationwillspecifyatimeperiodwithinwhichtheallegedviolationmustbecorrected.

The VOSH citation must be prominently displayed at or near the place ofallegedviolationforthreedaysoruntiltheviolationiscorrected,whicheverislater,towarnemployeesofdangersthatmayexistthere.

Citation

TheLawprovidesformandatorypenaltiesagainstprivatesectoremployersofup to $7,000 for each serious violation and for optional penalties of up to$7,000foreachother–than–seriousviolation.Penaltiesofupto$7,000perdaymaybeproposedforfailuretocorrectviolationswithintheproposedtimeperiod.Also,anyemployerwhowillfullyorrepeatedlyviolatestheLawmaybeassessedpenaltiesofupto$70,000foreachsuchviolation.

Public Sector employers, all departments, agencies, institutions or otherpolitical subdivisions of the Commonwealth, are exempt from the penaltyprovisionsofthisLaw.

Criminal penalties are also provided for in the Law. Any willful violationresultinginthedeathofanemployeeispunishable,uponconviction,byafineofnotmorethan$70,000orbyimprisonmentfornotmorethansixmonths,or by both. Subsequent conviction of an employer after a first convictiondoublesthesemaximumpenalties.

ProposedPenalty

Eachemployershallfurnishtoeachofhisemployeesemploymentandaplaceofemploymentfreefromrecognizedhazardsthatarecausingorarelikelytocause death or serious harm to his employees, and shall comply withoccupationalsafetyandhealthstandardsissuedunderthelaw.

Employers

Eachemployeeshallcomplywithalloccupationalsafetyandhealthstandards,rules, regulations and orders issued under the Law that apply to his ownactionsandconductonthejob.

Employees

TheLawrequiresthatarepresentativeoftheemployerandarepresentativeauthorizedbytheemployeesbegivenanopportunitytoaccompanytheVOSHinspectorforthepurposeofaidingtheinspection.

Where there is no authorized employee representative, the VOSH inspectormustconsultwithareasonablenumberofemployeesconcerningsafetyandhealthconditionsintheworkplace.

Inspection

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OCCUPATIONAL SAFETY AND HEALTH PROTECTION

VIRGINIA DEPARTMENT OFLABOR AND INDUSTRY

Main Street Centre600EastMainStreet,Suite207

Richmond,Virginia23219VOICE(804)371-2327FAX(804)371–6524

http://www.doli.virginia.gov

U.S. Department of LaborOSHA Regional Administrator

The Curtis Center, STE 740 West170 South Independence Mall West

Philadelphia, PA 19106-3309(215) 861-4900

OCCUPATIONAL SAFETY AND HEALTH OFFICE LOCATIONS

HeadquartersMainStreetCentre600EastMainStreet,Suite207Richmond,VA23219(804)371-2327

CentralVirginia/RichmondNorthRunBusinessPark1570EastParhamRoadRichmond,VA23228(804)371-3104

Southwest/RoanokeBrammer Village3013PetersCreekRoadRoanoke,VA24019(540)562-3580

NorthernVirginia/Manassas10515BattleviewParkwayManassas,VA20109(703)392-0900

Tidewater/Norfolk6363CenterDriveBuilding6,Suite101Norfolk,VA23502(757)455-0891

VeronaP.O.Box772201LeeHighwayVerona,VA24482(540)248-9280

AbingdonThe Johnson Center468EastMainStreetSuite114Abingdon,VA24210(276)676-5465

Lynchburg3704OldForestRoad,SuiteBLynchburg,VA24501(434)385-0806

VIRGINIA DEPARTMENT OFLABOR AND INDUSTRY

C.RayDavenportCommissioner

EMPLOYERS:THISPOSTERMUSTBEDISPLAYEDINAPROMINENTPLACEINTHEESTABLISHMENTTOWHICHYOUREMPLOYEESNORMALLYREPORTTOWORK.

February2016



FEDERAL MINIMUM WAGE

FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACTTHEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

OVERTIME PAYAtleast1½timesyourregularrateofpayforallhoursworkedover40inaworkweek.

CHILD LABORAnemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhazardousbytheSecretaryofLabor.Youths14and15yearsoldmayworkoutsideschoolhoursinvarious non-manufacturing,non-mining,non-hazardousjobsunderthefollowingconditions:

No more than

•3hoursonaschooldayor18hoursinaschoolweek;•8hoursonanon-schooldayor40hoursinanon-schoolweek.Also,workmaynotbeginbefore7 a.m.orendafter7 p.m.,exceptfromJune1throughLaborDay,wheneveninghoursareextendedto9 p.m.Differentrulesapplyinagriculturalemployment.

TIP CREDITEmployersof“tippedemployees”mustpayacashwageofatleast$2.13perhouriftheyclaimatipcreditagainsttheirminimumwageobligation.Ifanemployee’stipscombinedwiththeemployer’scashwageofatleast$2.13perhourdonotequaltheminimumhourlywage,theemployermustmakeupthedifference.Certainotherconditionsmustalsobemet.

ENFORCEMENTTheDepartmentofLabormayrecoverbackwageseitheradministrativelyorthroughcourtaction,fortheemployeesthathavebeenunderpaidinviolationofthelaw.Violationsmayresultincivilorcriminalaction.Employersmaybeassessedcivilmoneypenaltiesofupto$1,100foreachwillfulorrepeatedviolationoftheminimumwageorovertimepayprovisionsofthelawandupto$11,000foreachemployeewhoisthesubjectofaviolationoftheAct’schildlaborprovisions.Inaddition,acivilmoneypenaltyofupto$50,000maybeassessedforeachchildlaborviolationthatcausesthedeathorseriousinjuryofanyminoremployee,andsuchassessmentsmaybedoubled,upto$100,000,whentheviolationsaredeterminedtobewillfulorrepeated.ThelawalsoprohibitsdiscriminatingagainstordischargingworkerswhofileacomplaintorparticipateinanyproceedingundertheAct.

ADDITIONAL INFORMATION •Certainoccupationsandestablishmentsareexemptfromtheminimumwageand/orovertimepayprovisions.•SpecialprovisionsapplytoworkersinAmericanSamoaandtheCommonwealthoftheNorthernMarianaIslands.•Somestatelawsprovidegreateremployeeprotections;employersmustcomplywithboth.•Thelawrequiresemployerstodisplaythisposterwhereemployeescanreadilyseeit.•Employeesunder20yearsofagemaybepaid$4.25perhourduringtheirfirst90consecutivecalendardaysofemploymentwithanemployer.

•Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimumwageunderspecialcertificatesissuedbytheDepartmentofLabor.

For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1088(RevisedJuly2009)



EEOC - EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of theCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment,onthebasisofrace,color,religion,sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodationdoesnotimposeunduehardship.DISABILITYTitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended,protectqualifiedindividualsfromdiscriminationonthebasisofdisabilityinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardship.AGETheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicantsandemployees40yearsofageorolderfromdiscriminationbasedonageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.SEX (WAGES)InadditiontosexdiscriminationprohibitedbyTitleVIIoftheCivilRightsAct,asamended,theEqualPayActof1963,asamended,prohibitssexdiscriminationinthepaymentofwagestowomenandmenperformingsubstantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,undersimilarworkingconditions,inthesameestablishment.

GENETICSTitleIIoftheGeneticInformationNondiscriminationActof2008protectsapplicantsandemployeesfromdiscriminationbasedongeneticinformationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.GINAalsorestrictsemployers’acquisitionofgeneticinformationandstrictlylimitsdisclosureofgeneticinformation.Geneticinformationincludesinformationaboutgenetictestsofapplicants,employees,ortheirfamilymembers;themanifestationofdiseasesordisordersinfamilymembers(familymedicalhistory);andrequestsfororreceiptofgeneticservicesbyapplicants,employees,ortheirfamilymembers.RETALIATIONAlloftheseFederallawsprohibitcoveredentitiesfromretaliatingagainstapersonwhofilesachargeofdiscrimination,participatesinadiscriminationproceeding,orotherwiseopposesanunlawfulemploymentpractice.WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURREDTherearestricttimelimitsforfilingchargesofemploymentdiscrimination.TopreservetheabilityofEEOCtoactonyourbehalfandtoprotectyourrighttofileaprivatelawsuit,shouldyouultimatelyneedto,youshouldcontactEEOCpromptlywhendiscriminationissuspected:TheU.S.EqualEmploymentOpportunityCommission(EEOC),1-800-669-4000 (toll-free)or1-800-669-6820(toll-freeTTYnumberforindividualswithhearingimpairments).EEOCfieldofficeinformationisavailableatwww.eeoc.govorinmosttelephonedirectoriesintheU.S.GovernmentorFederalGovernmentsection.AdditionalinformationaboutEEOC,includinginformationaboutchargefiling,isavailableatwww.eeoc.gov.

RACE, COLOR, NATIONAL ORIGIN, SEXInadditiontotheprotectionsofTitleVIIoftheCivilRightsActof1964,asamended,TitleVIoftheCivilRightsActof1964,asamended,prohibitsdiscriminationonthebasisofrace,colorornationalorigininprogramsoractivitiesreceivingFederalfinancialassistance.EmploymentdiscriminationiscoveredbyTitleVIiftheprimaryobjectiveofthefinancialassistanceisprovisionofemployment,orwhereemploymentdiscriminationcausesormaycausediscriminationinprovidingservicesundersuchprograms.TitleIXoftheEducationAmendmentsof1972prohibitsemploymentdiscriminationonthebasisofsexineducationalprogramsoractivitieswhichreceiveFederalfinancialassistance.

INDIVIDUALS WITH DISABILITIESSection504oftheRehabilitationActof1973,asamended,prohibitsemploymentdiscriminationonthebasisofdisabilityinanyprogramoractivitywhichreceivesFederalfinancialassistance.Discriminationisprohibitedinallaspectsofemploymentagainstpersonswithdisabilitieswho,withorwithoutreasonableaccommodation,canperformtheessentialfunctionsofthejob.IfyoubelieveyouhavebeendiscriminatedagainstinaprogramofanyinstitutionwhichreceivesFederalfinancialassistance,youshouldimmediatelycontacttheFederalagencyprovidingsuchassistance.

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

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN ExecutiveOrder11246,asamended,prohibitsemploymentdiscriminationbasedonrace,color,religion,sex,sexualorientation,genderidentity,ornationalorigin,andrequiresaffirmativeactiontoensureequalityofopportunityinallaspects ofemployment.

PAY SECRECY ExecutiveOrder11246,asamended,protectsapplicantsandemployeesfromdiscriminationbasedoninquiringabout,disclosing, ordiscussingtheircompensationorthecompensationofotherapplicants oremployees.

INDIVIDUALS WITH DISABILITIES Section503oftheRehabilitationActof1973,asamended,protectsqualifiedindividualswithdisabilitiesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardshiptotheemployer.Section503alsorequiresthatFederalcontractorstakeaffirmative

actiontoemployandadvanceinemploymentqualifiedindividualswithdisabilitiesatalllevelsofemployment,includingtheexecutivelevel.

PROTECTED VETERANS TheVietnamEraVeterans’ReadjustmentAssistanceActof1974,asamended,38U.S.C.4212,prohibitsemploymentdiscriminationagainst,andrequiresaffirmativeactiontorecruit,employ,andadvanceinemployment,disabledveterans,recentlyseparatedveterans(i.e.,withinthreeyearsofdischargeorreleasefromactiveduty),activedutywartimeorcampaignbadgeveterans,orArmedForcesservicemedalveterans.

RETALIATION Retaliationisprohibitedagainstapersonwhofilesacomplaintofdiscrimination,participatesinanOFCCPproceeding,orotherwiseopposesdiscriminationundertheseFederallaws.Anypersonwhobelievesacontractorhasviolateditsnondiscriminationoraffirmativeactionobligationsundertheauthoritiesaboveshouldcontactimmediately:TheOfficeofFederalContractCompliancePrograms(OFCCP),U.S.DepartmentofLabor,200ConstitutionAvenue,N.W.,Washington,D.C.20210,1-800-397-6251(toll-free)or(202)693-1337(TTY)[email protected],orbycallinganOFCCPregionalordistrictoffice,listedinmosttelephonedirectoriesunderU.S.Government,DepartmentofLabor.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSApplicantstoandemployeesofcompanieswithaFederalgovernmentcontractorsubcontractareprotectedunder

Federallawfromdiscriminationonthefollowingbases:

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

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

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

Applicantstoandemployeesofmostprivateemployers,stateandlocalgovernments,educationalinstitutions,employmentagencies andlabororganizationsareprotectedunderFederallawfromdiscriminationonthefollowingbases:



FMLA - FAMILY AND MEDICAL LEAVE ACT

Basic Leave EntitlementFMLArequirescoveredemployerstoprovideupto12weeksofunpaid,job-protectedleavetoeligibleemployeesforthefollowingreasons:•forincapacityduetopregnancy,prenatalmedicalcareorchildbirth;•tocarefortheemployee’schildafterbirth,orplacementforadoptionorfostercare;

•tocarefortheemployee’sspouse,son,daughterorparent,whohasaserioushealthcondition;or

•foraserioushealthconditionthatmakestheemployeeunabletoperformtheemployee’sjob.Military Family Leave Entitlements Eligible employees whose spouse,son,daughterorparentisoncoveredactivedutyorcalltocoveredactivedutystatusmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.Qualifyingexigenciesmayincludeattendingcertainmilitaryevents,arrangingforalternativechildcare,addressingcertainfinancialandlegalarrangements,attendingcertaincounselingsessions,andattendingpost-deploymentreintegrationbriefings.FMLAalsoincludesaspecialleaveentitlementthatpermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.Acoveredservicememberis:(1)acurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,whoisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillness*;or(2)aveteranwhowasdischargedorreleasedunderconditionsotherthandishonorableatanytimeduringthefive-yearperiodpriortothefirstdatetheeligibleemployeetakesFMLAleavetocareforthecoveredveteran,andwhoisundergoingmedicaltreatment,recuperation,ortherapyforaseriousinjuryorillness.** The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition.”

Benefits and ProtectionsDuringFMLAleave,theemployermustmaintaintheemployee’shealthcoverageunderany“grouphealthplan”onthesametermsasiftheemployeehadcontinuedtowork.UponreturnfromFMLAleave,mostemployeesmustberestoredtotheiroriginalorequivalentpositionswithequivalentpay,benefits,andotheremploymentterms.UseofFMLAleavecannotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee’sleave.Eligibility Requirements Employeesareeligibleiftheyhaveworkedforacoveredemployerforatleast12months,have1,250hoursofserviceintheprevious12months*,andifatleast50employeesareemployedbytheemployerwithin75miles.* Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health ConditionAserioushealthconditionisanillness,injury,impairment,orphysicalormentalconditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcareproviderforaconditionthateitherpreventstheemployeefromperformingthefunctionsoftheemployee’sjob,orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmore

than3consecutivecalendardayscombinedwithatleasttwovisitstoahealthcareprovideroronevisitandaregimenofcontinuingtreatment,orincapacityduetopregnancy,orincapacityduetoachroniccondition.Otherconditionsmaymeetthedefinitionofcontinuingtreatment.Use of LeaveAnemployeedoesnotneedtousethisleaveentitlementinoneblock.Leavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.Employeesmustmakereasonableeffortstoscheduleleaveforplannedmedicaltreatmentsoasnottoundulydisrupttheemployer’soperations.Leaveduetoqualifyingexigenciesmayalsobetakenonanintermittentbasis.Substitution of Paid Leave for Unpaid Leave Employees may chooseoremployersmayrequireuseofaccruedpaidleavewhiletakingFMLAleave.InordertousepaidleaveforFMLAleave,employeesmustcomplywiththeemployer’snormalpaidleavepolicies.Employee ResponsibilitiesEmployeesmustprovide30daysadvancenoticeoftheneedtotakeFMLAleavewhentheneedisforeseeable.When30daysnoticeisnotpossible,theemployeemustprovidenoticeassoonaspracticableandgenerallymustcomplywithanemployer’snormalcall-inprocedures.EmployeesmustprovidesufficientinformationfortheemployertodetermineiftheleavemayqualifyforFMLAprotectionandtheanticipatedtiminganddurationoftheleave.Sufficientinformationmayincludethattheemployeeisunabletoperformjobfunctions,thefamilymemberisunabletoperformdailyactivities,theneedforhospitalizationorcontinuingtreatmentbyahealthcareprovider,orcircumstancessupportingtheneedformilitaryfamilyleave.EmployeesalsomustinformtheemployeriftherequestedleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.Employeesalsomayberequiredtoprovideacertificationandperiodicrecertificationsupportingtheneedforleave.Employer Responsibilities CoveredemployersmustinformemployeesrequestingleavewhethertheyareeligibleunderFMLA.Iftheyare,thenoticemustspecifyanyadditionalinformationrequiredaswellastheemployees’rightsandresponsibilities.Iftheyarenoteligible,theemployermustprovideareasonfortheineligibility.CoveredemployersmustinformemployeesifleavewillbedesignatedasFMLA-protectedandtheamountofleavecountedagainsttheemployee’sleaveentitlement.IftheemployerdeterminesthattheleaveisnotFMLA-protected,theemployermustnotifytheemployee.Unlawful Acts by EmployersFMLAmakesitunlawfulforanyemployerto:•interferewith,restrain,ordenytheexerciseofanyrightprovidedunderFMLA;and

•dischargeordiscriminateagainstanypersonforopposinganypracticemadeunlawfulbyFMLAorforinvolvementinanyproceedingunderorrelatingtoFMLA.

Enforcement AnemployeemayfileacomplaintwiththeU.S.DepartmentofLaborormaybringaprivatelawsuitagainstanemployer.FMLAdoesnotaffectanyFederalorStatelawprohibitingdiscrimination,orsupersedeanyStateorlocallaworcollectivebargainingagreementwhichprovidesgreaterfamilyormedicalleaverightsFMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1420•RevisedFebruary2013



USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

YOUR RIGHTS UNDER USERRA, THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACTUSERRAprotectsthejobrightsofindividualswhovoluntarilyorinvoluntarilyleaveemploymentpositionstoundertakemilitaryserviceorcertaintypesofserviceintheNationalDisasterMedicalSystem.USERRAalsoprohibitsemployersfromdiscriminatingagainstpastandpresentmembersoftheuniformedservices,andapplicantstotheuniformedservices.

REEMPLOYMENT RIGHTSYouhavetherighttobereemployedinyourcivilianjobifyouleavethatjobtoperformserviceintheuniformedserviceand:

•youensurethatyouremployerreceivesadvancewrittenorverbalnoticeofyourservice;•youhavefiveyearsorlessofcumulativeserviceintheuniformedserviceswhilewiththatparticularemployer;•youreturntoworkorapplyforreemploymentinatimelymannerafterconclusionofservice;and;•youhavenotbeenseparatedfromservicewithadisqualifyingdischargeorunderotherthanhonorableconditions.

Ifyouareeligibletobereemployed,youmustberestoredtothejobandbenefitsyouwouldhaveattainedifyouhadnotbeenabsentduetomilitaryserviceor,insomecases,acomparablejob.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION Ifyou:

•areapastorpresentmemberoftheuniformedservice;•haveappliedformembershipintheuniformedservice;or•areobligatedtoserveintheuniformedservice;

thenanemployermaynotdenyyou

•initialemployment;•reemployment;•retentioninemployment;•promotion;or•anybenefitofemployment

becauseofthisstatus.

Inaddition,anemployermaynotretaliateagainstanyoneassistingintheenforcementofUSERRArights,includingtestifyingormakingastatementinconnectionwithaproceedingunderUSERRA,evenifthatpersonhasnoserviceconnection.

HEALTH INSURANCE PROTECTION •Ifyouleaveyourjobtoperformmilitaryservice,youhavetherighttoelecttocontinueyourexistingemployer-basedhealthplancoverageforyouandyourdependentsforupto24monthswhileinthemilitary.

•Evenifyoudon’telecttocontinuecoverageduringyourmilitaryservice,youhavetherighttobereinstatedinyouremployer’shealthplanwhenyouarereemployed,generallywithoutanywaitingperiodsorexclusions(e.g.,pre-existingconditionexclusions)exceptforservice-connectedillnesses orinjuries.

ENFORCEMENT •TheU.S.DepartmentofLabor,VeteransEmploymentandTrainingService(VETS)isauthorizedtoinvestigateandresolvecomplaintsofUSERRAviolations.•Forassistanceinfilingacomplaint,orforanyotherinformationonUSERRA,contactVETSat1-866-4-USA-DOLorvisititswebsiteat:

http://www.dol.gov/ vets.AninteractiveonlineUSERRAAdvisorcanbeviewedat:http://www.dol.gov/elaws/userra.htm. •IfyoufileacomplaintwithVETSandVETSisunabletoresolveit,youmayrequestthatyourcasebereferredtotheDepartmentofJusticeortheOfficeofSpecialCounsel,asapplicable,forrepresentation.

•YoumayalsobypasstheVETSprocessandbringacivilactionagainstanemployerforviolationsofUSERRA.

Therightslistedheremayvarydependingonthecircumstances.ThisnoticewaspreparedbyVETS,andmaybeviewedontheinternetatthisaddress: http://www.dol.gov/vets/programs/userra/poster.htm. FederallawrequiresemployerstonotifyemployeesoftheirrightsunderUSERRA,andemployersmaymeetthisrequirementbydisplayingthetextofthisnoticewheretheycustomarilyplacenoticesforemployees.

Employer Support Of The Guard And Reserve1-800-336-4590

U.S.DepartmentofLabor1-866-487-2365 U.S.Department of Justice Office of Special Counsel

UN

ITED STATES OF AM

ERIC

A

OFF

ICE O

F SPECIAL COUNSEL

PublicationDate-October2008



EMPLOYEE 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 Employersaregenerallyprohibitedfromrequiringorrequestinganyemployeeorjobapplicanttotakealiedetectortest,andfromdischarging,disciplining,ordiscriminatingagainstanemployeeorprospectiveemployeeforrefusingtotakeatestorforexercisingotherrightsundertheAct.

EXEMPTIONS Federal,Stateandlocalgovernmentsarenotaffectedbythelaw.Also,thelawdoesnotapplytotestsgivenbytheFederalGovernmenttocertainprivateindividualsengagedinnationalsecurity-relatedactivities.TheActpermitspolygraph(akindofliedetector)teststobeadministeredintheprivatesector,subjecttorestrictions,tocertainprospectiveemployeesofsecurityservicefirms(armoredcar,alarm,andguard),andpharmaceuticalmanufacturers,distributorsanddispensers.TheActalsopermitspolygraphtesting,subjecttorestrictions,ofcertainemployeesofprivatefirmswhoarereasonablysuspectedofinvolvementinaworkplaceincident(theft,embezzlement,etc.)thatresultedineconomiclosstotheemployer.ThelawdoesnotpreemptanyprovisionofanyStateorlocallaworanycollectivebargainingagreementwhichismorerestrictivewithrespecttoliedetectortests.

EXAMINEE RIGHTSWherepolygraphtestsarepermitted,theyaresubjecttonumerousstrictstandardsconcerningtheconductandlengthofthetest.Examineeshaveanumberofspecificrights,includingtherighttoawrittennoticebeforetesting,therighttorefuseordiscontinueatest,andtherightnottohavetestresultsdisclosedtounauthorizedpersons.

ENFORCEMENTTheSecretaryofLabormaybringcourtactionstorestrainviolationsandassesscivilpenaltiesupto$10,000againstviolators.Employeesorjobapplicantsmayalsobringtheirowncourtactions.

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

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACT

THEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

Scan this code to learn more about the Employee Polygraph Protection Act

WHD1462REV01/16

Scan this code to learn more about the Employee Polygraph Protection Act

Foradditionalinformation:

1-808-541-1361www.dol.gov/whd

U.S.DepartmentofLaborWageandHourDivision

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