VIRGINIA LABOR LAWS - media servicesFMLA - FAMILY AND MEDICAL LEAVE ACT 13 USERRA - UNIFORMED...
Transcript of VIRGINIA LABOR LAWS - media servicesFMLA - FAMILY AND MEDICAL LEAVE ACT 13 USERRA - UNIFORMED...
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)
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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
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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
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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
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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
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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)
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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:
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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
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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
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F SPECIAL COUNSEL
PublicationDate-October2008
15 Virginia Labor Laws Questions? Learn more by calling 1-800-745-9970
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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
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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