The below list may include updates to existing posters, additional postings that will be added to federal and state labor law posters, or new individual notices that may be required to be posted.
| State | Updated Posting | Mandatory or Recommended | |||
| California | California has updated its Public Housekeeping Industry wage order and its Mercantile Industry wage order with the addition of fast-food minimum wage information. | MANDATORY | |||
| Colorado | Colorado has updated its Employment Discrimination posting in Spanish with changes to the Crown Act. | MANDATORY | |||
| Indiana | Indiana has added a Veteran Benefits & Services posting to its offering. | MANDATORY | |||
| Kansas | Workers’ Compensation Notice | MANDATORY | |||
| Kentucky | Kentucky has added a Workers’ Compensation Notice posting in Spanish to its offering. | MANDATORY | |||
| Louisiana | Minors Notice & WC Fraud | MANDATORY | |||
| Maine | Wage Law Notice | MANDATORY | |||
| Maryland | Maryland has updated its No Smoking posting in English and Spanish with a new version and the addition of no vaping. | MANDATORY | |||
| Massachusetts | Massachusetts has released a revised Workers’ Compensation Notice with several changes. First, a QR code has been added, providing employees with direct access to the official Massachusetts Workers’ Compensation website for more detailed information. Second, a section on failure to report injuries has been added. Finally, The Medical Treatment section has been revised to include a clearer and more detailed explanation of employees’ rights regarding medical care following a workplace injury. | MANDATORY | |||
| Mississippi | Mississippi has updated its Unemployment Insurance posting in English and Spanish with a new phone number and website address. | MANDATORY | |||
| New Hampshire | New Hampshire has updated its Workers’ Right to Know posting with a new address and phone number. | MANDATORY | |||
| Oregon | Oregon has released an updated Paid Leave Notice that introduces several important changes. First, the revised notice now extends protections to both employees and their children. Second, Paid Leave is now permitted for victims of bias crimes. Third, the notice includes improved verbiage throughout for better understanding. Finally, the link to apply for benefits has been changed. Please ensure the updated notice is posted in your workplace to comply with these new regulations. | MANDATORY | |||
| Tennessee | Tennessee has updated its Wage Regulation Act posting with changes to its child labor information. | MANDATORY | |||
| Virginia | The Virginia Department of Labor and Industry has released its Veterans Benefits notice. A new law recommends that employers post a notice in the workplace containing information on the various benefits and services available to veterans. The poster revision date is August 23, 2024. | MANDATORY | |||
| The Virginia Department of Labor and Industry has updated its Job Safety and Health Protection notice. The updated notice reflects new mandatory penalty amounts for each serious violation and non-serious violation, as well as an increase to the daily penalty for failing to correct a violation. In addition, the notice has been updated with a new address for the Virginia Department of Labor and Industry headquarters. The poster revision date is August 23, 2024. | MANDATORY | ||||
| West Virginia | West Virginia has updated its Unemployment Benefits posting with new rates. | MANDATORY | |||
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Contact VensureHRThis communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
