State and federal law require employers to meet workplace posting obligations. What must be posted depends on many factors including the number of employees, nature and location of the employer’s business, annual dollar volume, whether the employer is a federal contractor, and in certain instances the employer’s industry.

Posting requirements vary by statute which means not all employers will be subject to each posting requirement. Posters must be conspicuously placed in an area of the workplace frequented by employees throughout the workday.

Although they are cutting it a little close, the Departments of Labor, Health and Human Services, and Treasury (the "Departments") have given us all a gift for the holidays: The Departments announced today that they are offering enforcement relief in connection with the Prescription Drug Data Collection (RxDC) Reporting mandate. For those who have been struggling to meet the December 27 compliance deadline – particularly those with self-funded plans – this is very good news, and may make your holiday season feel a bit more merry and bright.

The California Equal Pay Act prohibits an employer from paying its employees less than that of the opposite sex for equal work. Equal Pay Act mandates were strengthened with the signing of the California Fair Pay Act (SB 1162) which, starting January 1, 2023, will require employers to disclose additional pay data, provide pay ranges for posted positions and increase pay transparency for applicants and employees.

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