Required Federal Posters:
- Employee Polygraph Protection
Every employer subject to the Employee Polygraph Protection Act (EPPA) shall post and keep posted on its premises a notice explaining the Act, as prescribed by the Secretary of Labor. Such notice must be posted in a prominent and conspicuous place in every establishment of the employer where it can readily be observed by employees and applicants for employment.
- Equal Employment Opportunity Poster
Every employer covered by non-discrimination and EEO laws is required to post on its premises the poster, “Equal Employment Opportunity is the Law.”
- Fair Labor Standards Act Poster including Minimum Wage
Every employer of employees subject to the Fair Labor Standards Act’s minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it.
- Family and Medical Leave Act (FMLA) Poster
All covered employers are required to display and keep displayed a poster prepared by the Department of Labor summarizing the major provisions of The Family and Medical Leave Act and telling employees how to file a complaint.
- Notice to Workers Paid Special Minimum Wages
Every employer of workers with disabilities under special minimum wage certificates authorized by the Fair Labor Standards Act, the McNamara-O’Hara Service Contract Act, and/or the Walsh-Healey Public Contracts Act shall display a poster prescribed by the U.S. Department of Labor’s Wage and Hour Division explaining the conditions under which special minimum wages may be paid.
- Occupational Safety and Health Act Poster
Employers subject to the Occupational Safety and Health Act are required to post a notice notifying employees of the protections of the Act.
- Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
Employers are required to provide to persons entitled to the rights and benefits under the Uniformed Services Employment and Reemployment Rights Act (USERRA), a notice of the rights, benefits and obligations of such persons and such employers under USERRA.
Required Arizona Posters:
AWCC #1 Notice of Workers Compensation Coverage
AWCC #2 Notice to Employees-Exposure to Bodily Fluids
Arizona Minimum Wage
Discrimination in Employment Prohibited
Legal Arizona Workers Act (E-Verify required)
Work Exposure to MRSA, Spinal Meningitis, or Tuberculosis (TB)(Only for agencies with employees as defined in A.R.S. § 23-1043.04.H.1)
Notification of A.R.S. §23-1502 – – –
CONSTRUCTIVE DISCHARGE NOTICE
An employee is encouraged to communicate to the employer whenever the employee believes working conditions may become intolerable to the employee and may cause the employee to resign. Under section 23-1502, Arizona Revised Statutes, an employee may be required to notify an appropriate representative of the employer in writing that a working condition exists that the employee believes is intolerable, that will compel the employee to resign or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a claim against the employer alleging that the working condition forced the employee to resign. Under the law, an employee may be required to wait for fifteen calendar days after providing written notice before the employee may resign if the employee desires to preserve the right to bring a constructive discharge claim against the employer. An employee may be entitled to paid or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to respond to the employee’s written communication about the employee’s working condition.