Workplace Posters

We are an ecology-aware company! As part of our committment to the environment, we encourage our employees to forego a daily visit to our central offices and instead to travel directly to the location of each day's first work order. Sadly, Democrats have enacted many federal and state statutes which overlook environmental friendliness, preferring to focus on the needs of big-money union contributors: such statutes require us to maintain a physical “Bulletin Board” in our central offices... and we do. In addition to this central bulletin board -- and in recognition and embrace of revolutionary (1969) technologies such as the Internet -- we also provide the required bulletin board posters as portable document format (PDF) files.

Employee Bulletin Board Posters

Virginia Unemployment Compensation Act. This “Notice to Workers” (VEC-B-29) must be posted by every employer subject to Virginia unemployment compensation laws. It advises an employee when he is eligible for unemployment insurance benefits and how to apply for those benefits.
Virginia Occupational Safety and Health Act. The “Job Safety and Health Protection” poster advises each employee of his rights and responsibilities under the OSHA law. All private and public employers must post this notice.
Virginia Workers’ Compensation Notice. The “Workers' Compensation Notice” (VWC 1) advises employees and employers of their rights and responsibilities under the Workers' Compensation Law in case of injury or occupational disease.
Drug-Free Workplace Notice.This workplace is drug-free! Some fast facts about keeping the worksite drug-free are available, as is information regarding the workers' compensation insurance discount available to the Company due to its Drug-Free Workplace Policy.
Pregnant Workers Fairness Act.This workplace will provide reasonable accommodations for known limitations related to pregancy, childbirth, and related medical conditions; however, we are not required to have and do not have a PUMP Act breast milk expression room.
Earned Income Tax Credit. (EITC) The Virginia Department of Social Services wants each employee to be aware of IRS publication 4194, which advises low-to-middle income working individuals and families about the federal earned income tax credit and state low income credit.
Virginia Human Rights Act. Certain employers must provide reasonable accommodations for otherwise qualified persons with disabilities if necessary to assist such person in performing a particular job, unless the accommodation would impose an undue hardship on the employer.
Fair Labor Standards Act. The “Minimum Wage Notice” explains the Fair Labor Standards Act's minimum wage provisions.
Family Medical Leave Act of 1993. This poster outlines the Family Medical Leave Act of 1993 and its enforcement provisions.
Employee Polygraph Protection Act. The “Polygraph Poster” describes protections when a so-called “lie detector test” is utilized.
Employee Rights Under the H-2A Program. Foreign workers employed under the H-2A program are not covered under the Migrant and Seasonal Agricultural Worker Protection Act (MSPA); however, various other laws, such as workers' compensation, tax (unemployment insurance, local, state, and federal), the Fair Labor Standards Act, and the Family and Medical Leave Act may apply to the employment of these workers.
Pay Transparency Nondiscrimination Provision. This poster reflects recent revisions to Executive Order 11246 and the regulations implementing Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act.
Employee Rights Under The National Labor Relations Act The NLRA guarantees the right of employees to organize and bargain collectively with their employers.

Consider Saying "No!" To Unions

Archived historical poster explaining that lofty union promises won't fill your grocery basket! — Archived Historical Poster.

This company wants to remain union-free! Any employee who violates the TIPS (Threats, Interrogation, Promises and Surveillance) rules or who pressures or coerces another employee, regardless of whether he is pro-union or anti-union, will be subject to disciplinary action. As noted in the attached poster drawn from archives and provided as a reminder of history, not as an incentive or deterrent regarding any lawful unionization efforts, lofty union promises won't fill your grocery basket. Remember,

unions can be expensive because they charge dues
joining a union doesn’t guarantee higher pay or better benefits
any changes that affect the workplace, even changes as simple as revising your schedule, may have to be negotiated with a union

E-Verify Works For Everyone!

This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the United States of America.

If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact the Department of Homeland Security (DHS) or the Social Security Administration (SSA) so that you can begin to resolve the issue before the employer can take any action against you, including terminating your employment.

Employers can only use E-Very once you have accepted a job offer and have completed the Form I-9.

For more information on E-Verify, or if you believe that your employer has violated its E-Verify responsibilites, please contact DHS at 888-897-7781 or visit https://e-verify.gov.