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. The content of the notice is prescribed by the Wage and Hour Division of the Department of Labor. An approved copy of the minimum wage poster is made available for informational purposes or for employers to use as posters.
Utah Fair Labor Standards Act FLSA Minimum Wage Poster
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Mandatory Utah Labor Law Posters Poster TypePoster NameWorkers Rights LawPregnancy and Related Conditions under the Utah Antidiscrimination ActWorkers Compensation LawWorkers' Compensation Notice for the State of UtahUnemployment LawUnemployment Insurance Notice to Workers1 more row
Previous versions of the FLSA poster no longer compliant Because of this change, this is a mandatory posting change and the latest version is required. To comply with posting requirements, employers should download, print, and post the updated FLSA posting.
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.
All covered employers are required to display the poster in their workplace. Employers do not need to replace previous versions of the poster. Employers must display the poster in a conspicuous place where workers can see it.
The New EEOC Labor Law Poster Update The notice addresses the Pregnant Workers Fairness Act, and goes into effect on June 27, 2023. The Know Your Rights: Workplace Discrimination is Illegal notice has been updated to include more rights for employees who are disabled, pregnant, or with a related medical condition.
2023 FLSA Poster Update The right for nursing mothers to pump breast milk previously only applied to nonexempt workers. That reference has been removed from the FLSA poster. Also, the new poster makes clear that only narrow exceptions to the PUMP Act apply.
The FLSA does not require payment for time not worked, such as vacations, sick leave or holidays (Federal or otherwise). These benefits are matters of agreement between an employer and an employee (or the employee's representative).