1. What is the Notice-posting requirement?
Every Covered Employer must post the Official OLSE Notice in a conspicuous place at any workplace or job site where any Covered Employee works.
For best results, print in color on legal size paper (8.5" x 14").
2. Must a Covered Employer use the official OLSE Notice or may the employer draft and post a modified version?
Covered Employers must post the Official OLSE Notice. Drafting and posting a different version will not satisfy the requirement of the law.
3. Are there requirements to post the Notice in languages other than English?
Yes. Every Covered Employer is required to post the Official Notice in English, Spanish, and Chinese. The front of the Official OLSE Notice includes these three languages. Every Covered Employer must also post the Official Notice in any other language spoken by at least five percent of the employees at the workplace or job site. For your convenience, the back of the Official OLSE Notice includes translations into Chinese and Filipino. If more than five percent of the workers at the workplace or job site speak any other language, the employer is responsible for translating and posting in that language.
4. What if a Covered Employer has multiple workplaces?
Covered Employers are required to post the Official Notice at every workplace where even a single Covered Employee works.
5. What if an employer does not control the location where Covered Employees work (e.g. employees working from home, employees outsourced to a third party, etc.)?
In the case where a Covered Employer does not control the work location of its Covered Employees, the employer must ensure that each employee working in locations outside the employer’s control is provided a copy of the Official OLSE Notice.
6. What are the consequences of failing to post the Official Notice?
The OLSE may impose administrative penalties of $25 per day for each workplace or job site where a Covered Employer fails to post the Official Notice.