Labor Law Posters for Job Applicants

Employers are required to display various state and federal labor law posters in the workplace. Some labor law posters are only required to be within view of employees, while others must be available for job applicants to see. All posters must be posted conspicuously in areas where employees &/or job applicants can easily read them.

Some state labor laws require the posting of notices in locations where job applicants can view them. Additionally, there are three federal labor law posters that employers are required to display in areas easily accessible to job applicants. The three mandatory federal posters are the Equal Employment Opportunity is the Law (EEO), Family and Medical Leave Act (FMLA), and Employee Polygraph Protection Act (EPPA) posters.

Equal Employment Opportunity (EEO)
In every establishment of the employer, the “EEO is the Law” poster should be posted in a prominent place where it can be read by job applicants. The law prohibits employers from denying equal opportunities in hiring, fringe benefits, promotion, training, membership, pay and other aspects of employment, on the basis of race, color, national origin, religion, sex, age, or disability. The law protects both employees and job applicants from discrimination in employment opportunities.

Family and Medical Leave Act (FMLA)
The FMLA applies to all public and private agencies/companies with 50 or more employees who work within a 75-mile radius. Employees are eligible for leave only if they have worked for a covered employer for at least one year and have 1,250 hours of service over the past 12 months.

The FMLA is designed to help eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons. A special leave of 26 weeks is available to an employee to care for a covered service member. The FMLA poster should be displayed in a conspicuous place where job applicants can see it.

Employee Polygraph Protection Act (EPPA)
The EPPA bars employers from using polygraph (lie detector) tests for pre-employment screening or during the course of employment. Generally, employers cannot require, request, or suggest that any employee or applicant submit to a lie detector test, nor may they use or inquire about the results of any lie detector test an employee or job applicant has taken. Additionally, employers are prohibited from terminating, disciplining or discriminating against an employee or job applicant for refusal to take a test, due to the results of a test, or for filing a complaint or otherwise exercising his or her rights under the Act.

The EEPA does not cover federal, state and local government agencies. The Act permits polygraph tests to be administered to some applicants for security-sensitive jobs, such as prospective employees of armored car, security guards, etc., and prospective employees of pharmaceutical manufacturers, distributors, and dispensers of controlled substances.The EPPA poster must be displayed on the employers premises in a prominent location where the poster can be easily observed and read by employees and job applicants.

In addition to the labor law posters required by both federal and state law to be posted for employees, federal law requires that employers display the three above-mentioned posters in areas easily viewed by job applicants.

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