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.
Maine Employee Polygraph Protection Act EPPA Poster
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Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right ...
Some of the laws administered by DOL require that employers post certain notices in their workplaces in order to ensure their employees have access to information about their rights. DOL provides all required posters free of charge. Posting requirements vary by law.
As a federal contractor, you must post the National Relations Labor Act Poster conspicuously in facilities where covered employees perform contract-related activity.
Which employees are protected under the NLRA? Most employees in the private sector are covered under the NLRA. The law does not cover government employees, agricultural laborers, independent contractors, and supervisors (with limited exceptions).
Labor law posters are the mandated state and federal employment law notices that employers with at least one employee or more are required to conspicuously post in an area frequented by all employees. Failure to display the correct state and federal employment law notices can result in penalties, fines and lawsuits.
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.
Under the Fair Labor Standards Act (FLSA), Maine employers can pay employees under 20 years of age the so-called training wage. This means that, for the duration of their first 90 calendar days of employment, employers can pay a subminimum wage of $4.25 per hour.
Full-time and part-time employment is not generally defined. These are determined by the employer and are commonly used to define how company benefits are earned.