The following posters are conditionally required based on how your company conducts business. Please seek counsel from Blakeman & Associates before determining which posters are specifically required for your business. Blakeman provides these posters as a free resource to our clients, future clients, and business owners.
Federal Poster Advisor E-Laws
To determine the posters required for your business, complete the questionnaire linked to below.
Poster Advisor E-Laws
Department of Labor – OSHA Required Posters
Under The Fair Labor Standards Act
Job Safety and Health: It’s The Law
Under The Family And Medical Leave Act
Equal Employment Opportunity is the Law
Seasonal Agricultural Worker Protection Act
For Workers With Disabilities Paid At Special Minimum Wages
Employee Polygraph Protection Act
The Uniformed Services Employment
And Reemployment Rights Act
Under The H-2A PROGRAM
Derechos Del Empleado Bajo El Programa H-2A
**This is not intended as a comprehensive list of posters required by DADS**
From the Department of Aging and Disability Services website:
Department of Aging and Disability Services (DADS) is mandated to create and provide nursing facilities with one of the posters required by Texas Administrative Code (TAC), Title 40, Part 1, Chapter 19, §19.1921(e), the notice of how to file a complaint, giving the toll-free telephone number.
DADS has also created and makes available to providers a few other postings required by 40 TAC, Chapter 19, including the following:
Individual posters or complete sets of these posters can be obtained by calling DADS Regulatory Services Records Management at (512) 438-2633 or e-mailing a request to firstname.lastname@example.org.
These are posters typically required for employers in Texas. For posters required in other states, contact Blakeman & Associates.
Instructions For Unemployment Posters
If a business’s employees are entitled to file for state unemployment benefits and are also covered by the Texas Payday Law request the poster that combines both laws: Texas Unemployment Compensation Act and the Texas Payday Law
You can request posters online using Unemployment Tax Services. If you prefer, you can fax your request to (512) 936-3205. When faxing a request for posters, please include your Texas Workforce Commission Account Number, your address for mailing posters, and the number of posters you need printed in English and printed in Spanish (Spanish-language posters are not a requirement). You can also order posters by calling (512) 463-2747 or any TWC local tax office.
Employer’s Work Compensation Status for Non-Compensation
Employer’s Work Compensation Status for Compensation
EEO Texas Human Rights
Pay Day – English
Pay Day – Spanish
Texas Required Posters
Comprehensive information and links to required posters (all free of charge) are found here.
Posters should be displayed in such a way that each employee can readily see them (generally, the requirements have language such as “conspicuously placed” and “readily accessible” to employees). That would mean that employees who do not normally get to certain offices would not be served by posters displayed at those offices. The offices, or sub-offices, where those employees normally congregate would need to have the posters displayed for the benefit of the employees who are served by each such location.
Posters and other kinds of required notices do not have to be placed in individual locations that are only temporary worksites. Example: construction workers building homes in a subdivision would not need to have posters in each house, but rather only in a company jobsite trailer for the project.
In case of a co-employment situation, such as temporary employees assigned to client companies, the employees working at client sites are co-employed by the staffing firms and their clients under various state and federal employment laws. The notice statutes merely require the posters to be in the workplace.
The enforcing agencies do not care who actually places the notices where the employees work, as long as the posters are up and visible to the employees. Thus, as long as the client companies have the applicable notices properly posted, their compliance with the notice requirements inures to the staffing firm’s benefit. By the same token, if the clients do not have the notices posted, the staffing firm would be co-liable with them for non-compliance with the laws. Bottom line: the staffing firm needs to determine whether the appropriate notices are posted in the clients’ locations, and if they are not posted, cooperate with its clients to get the posters displayed.
In a virtual office situation, where the company does not maintain a physical location where employees normally congregate, assemble, or show up for work-related purposes, post copies of the posters on the company’s web site section restricted to staff and send an e-mail, “read receipt requested”, to all affected employees listing and identifying the posters, complete with links to the posters on the web site, and reminding the employees that the posters are there for their benefit and that they should keep the e-mail archived so that they can easily find the links to the posters if needed.