Labor Law Poster Frequently Asked Questions
Click on one of the following questions to see answers on that topic within this page.
General Labor Law Posting
Should I post a new or revised labor law notice prior to the required posting effective date?
J. J. Keller recommends as a best practice that employers post revised or newly required labor law notices on the posting effective date (not before) to be in compliance with the applicable state or federal employment laws.
I heard that some of our employment law posters have to be displayed where applicants can see them, not just our employees. Is that true?
Yes, that's true. A few federal employment laws require that some posters be displayed prominently where job applicants as well as employees will see them. The Equal Employment Opportunity is the Law (EEO), Family and Medical Leave Act (FMLA), and Employee Polygraph Protection Act (EPPA) notices must all be displayed for applicants as well as employees.
There may be state postings you're required to display for applicants as well. The law that requires the labor law poster will indicate for whom it must be displayed. This information may also be on the poster. For example, the Colorado anti-discrimination notice requirement states that employers must post a notice summarizing the discriminatory or unfair practices prohibited by the law. The notice must be posted conspicuously in well-lit places customarily frequented by employees and applicants for employment.
Please note that if you are participating in the E-Verify™ program, you are also required to post English and Spanish versions of the E-Verify™ and Right To Work notices where job applicants can see them.
How do we display employment law posters for internet applicants?
The U.S. Department of Labor indicates that employers should place a prominent notice on their job posting website stating that “Applicants have rights under Federal Employment Laws” This should be linked to three postings: Family and Medical Leave Act (FMLA), Equal Employment Opportunity (EEO), and Employee Polygraph Protection Act (EPPA).
Posting these notices on the website is not a substitute for posting them on the employer’s premises, however. Employers must also display physical copies of the posters, so applicants are informed of federal employment law rights when they come to the physical company location for in-person interviews.
For employees who work at a remote job site, may we photocopy and shrink our employment law posters for their use? Is that still legal?
It is not legal for some posters to be resized. Some poster laws include a size requirement, and may require the poster text to be a certain font size. For example: OSHA’s Job Safety and Health notice must be 8-1/2 by 14 inches to be compliant, and the text size must be at least 10 point. Other laws require posters to be displayed so they can be readily observed by employees, or require the text size to be large enough to be easily read. If you shrink a poster down to a size that is below the required font or notice size, or make it so small it is hard to read, you may not be in compliance.
If employees report to a remote company location, you should post all the required notices in an area frequented by those employees on a regular basis.
Do we need to send a copy of all our employment law posters to employees who work from home?
The requirement to post notices at the home of a single remote worker has not yet been added to any of the labor law notification regulations. But to limit liability, it is advisable to notify all employees of their rights. An employer is obligated to make sure that all employees, no matter where they work, are informed of their employment rights.
Options for home-based employees include sending them their own set of posters or making the posters available on the company intranet with an electronic version of the postings. This way an employer has shown a "good faith" effort to inform the remote employee of his/her rights should an employee dispute occur. We offer an electronic employment law poster service, in which the employee could view the postings electronically on our Employment Law Poster Management Center website.
If a home-based employee will be checking in at a company location or main office frequently, having the posters there will likely meet your obligations.
My employees report to a construction site. Do posters need to be posted there?
Yes, employers must display physical posters at the location employees report to each day. If employees report directly to a construction site, posters should be displayed there.
Electronic posters can be placed on the company intranet as another way to make employees aware of their rights, but employers should also have the physical posters displayed.
I have sales employees who travel. Where should I display labor law posters?
If a salesperson checks in at a certain office or another company location each day, paper employment law posters should be displayed there. If the salesperson works from home, paper posters could be sent to the employee or electronic posters posted on the company intranet could also be used to show a good faith effort to make a home-based employee aware of rights under federal labor law. We offer an electronic employment law poster service, in which the employee could view the postings on our Employment Law Poster Management Center website.
May I only use electronic versions of the notices to meet posting requirements?
Posting regulations generally require that the physical posters be displayed. Some of the reasons why electronic versions aren't viable to meet the compliance aspects of posting labor law notices include the following:
- Federal employment laws require companies with one or more employees to post notices in an area frequented regularly by all employees.
- Not all employees of a company have access to a computer on a regular basis, and by posting electronic versions, you could be assuming that all employees have the technological ability to access the notices on the company intranet.
- There are requirements on some of the posters that say they can't be covered by any other posters, which is why supplying labor law posters in a book form has been disapproved by government agencies in the past. The same could be true for postings on a company intranet.
- A company could post these notices on their intranet in addition to the published government notices for the sake of informing employees of their rights under the law, but to be in compliance, you must at least post physical paper copies of the notices in an area frequented by all employees.
There are a few new federal contractor postings that can be displayed electronically or physically. This includes the federal contractor minimum wage poster and the pay transparency poster required by Executive Order 13665. These electronic posting regulations apply only to these specific posters for federal contractors, however.
Information from the Wage and Hour Division indicates that the Family and Medical Leave Act (FMLA) poster must be displayed by all covered employers. However, the poster may be displayed electronically provided all other requirements are met.
If we have more than one building at our company location, may we display posters only at the main building, or do we have to have them in every building?
It depends on where your employees do their work. You may need to display your employment law posters in each facility or office location. Displaying them only in a main building may not make them readily accessible to employees who work in other buildings, especially if they never have occasion to enter the main building for work. The requirements for notices typically say that notices should be posted where employees can readily observe them.
Do we have to have any of our posters in Spanish?
Whether or not posters need to be displayed in Spanish will depend on how many employees a business owner has, which language these employees are literate in, where the employees work, and a few other factors.
Posting in Spanish is always a good idea if you have workers literate only in Spanish, although there’s no overall national or state requirement that says employers need to have Spanish posters. Each posting within a labor law poster is covered by a different law, and some of these laws do require a Spanish posting (or a poster in a language other than English). An employer could comply by posting an all-in-one Spanish poster, or by downloading the required Spanish notices from the state website, since only one or two have that requirement. Here’s the breakdown:
- Posting in Spanish is always a good idea if you have workers literate only in Spanish
- The federal FMLA poster, which is required for employers with 50 or more employees, must be posted in a language other than English if a “significant” portion of workers are not literate in English. If a significant portion of workers are not literate in English, employers must post the notice in a language in which the employees are literate. The federal government does not define “significant.”
States where Spanish or posting in another language is mentioned:
- Washington, D.C.: Protecting Pregnant Workers Fairness Act must be posted in English and Spanish
- New Jersey: Whistleblower and Gender Inequity posters must be posted in English and Spanish
- New Mexico: Notice on Human Trafficking must be posted in English and Spanish
- Virginia: Unemployment insurance postings must be readily accessible to individuals in need of the service. Earned Income Tax Credit posting regulations require employers to post any notice provided by the Department of Social Services that informs employees that they may be eligible for state and federal earned income tax credits. As the state offers these posters in English and Spanish, it would be advisable for an employer with Spanish speaking employees to post them in both English and Spanish.
- Connecticut: Employers may comply with the Paid Sick Leave notice requirement by displaying a poster in English and Spanish
- California: Employers with workers who speak and read only Spanish must post the Minimum Wage Notice in Spanish. In addition, California employers with Spanish-speaking employees must post the Workers’ Compensation Notice in Spanish.
- Texas: The Texas Workers’ Compensation notice is required to be posted in English, Spanish, and any other language common to the employer’s employee population. The state has indicated that employers need to post the Spanish version only if they have Spanish-speaking employees.
- Massachusetts: The Paid Family and Medical Leave poster must be posted in Spanish if the employer has 5 or more employees whose primary language is Spanish.
- Arizona: For the Workers’ Compensation Notice to Employees; a bilingual poster must be used, so the Spanish version is already on the English poster.
On the Federal side, a few industry-specific posting requirements mention posting in additional languages:
- Federal contractors must post the Employee Rights under the National Labor Relations Act (NLRA) notice in a language that employees speak when a significant portion of a contractor’s workforce is not proficient in English.
- The Migrant and Seasonal Agricultural Worker Protection Act poster, which is only required for agricultural employers with migrant and seasonal workers, must be posted in Spanish or another language common to migrant or seasonal workers who are not literate in English.
- The Immigration and Nationality Act (Employee Rights Under the H-2A poster), which is required only for employers with employees who are using an H-2A visa, must be provided in any language common to a significant number of workers if they are not fluent in English.
- OSHA encourages, but does not require, employers with Spanish-speaking employees to post a Spanish version of the poster.
Even when Spanish posters are not required, the Spanish version postings are highly recommended for employers with Spanish speaking/reading employees in the following states, since the agencies in these states publish bilingual postings: Arizona, California, Colorado, Florida, Georgia, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Massachusetts, Maine, Michigan, Minnesota, Missouri, North Carolina, Nebraska, New Hampshire, Nevada, New Jersey, New Mexico, New York, Ohio, Oklahoma, Oregon, Pennsylvania, South Carolina, Tennessee, Texas, Utah, Virginia, and Washington.
It is an employer’s responsibility to inform their employees, either English or Spanish speaking, of their rights under employment law.
Local posters: Some local posters have language requirements. Most local posters from J. J. Keller & Associates include both the English and Spanish text on a single poster. In addition, if a city requires a poster to be displayed in a specific language, a posting in that language is included on the city’s poster from J. J. Keller & Associates, Inc. If employers have employees who primarily speak other languages, a custom poster can be ordered.
Is there a specific place where I must display posters for employees?
They should be displayed in a common area such as a lunch room, break room, conference room, employee lounge, kitchen, near a time clock — any location employees are likely to frequent daily and view them.
If our company has break rooms on each floor of our building, do we need to post the posters in each break room, or may we have them posted only in the one lunch room?
If all your employees regularly visit the lunch room, then you may post all of the required posters there. If not, then post the posters in each break room or in another location where they can readily be seen by all employees.
Do employers need to fill in information on some state posters?
Yes, some postings require employers to add information. This information is usually company-specific, such as an emergency phone number, payday information or worker’s compensation policy information.
The following states require an employer to fill in information: Alabama, Alaska, Arizona, Arkansas, California, Colorado, Connecticut, Florida, Georgia, Illinois, Indiana, Kansas, Louisiana, Massachusetts, Michigan, Mississippi, Missouri, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Oklahoma, Pennsylvania, Rhode Island, Tennessee, Texas, Utah, Vermont, and Washington. In addition, employers in the District of Columbia must also add information to their poster.
May I put the required posters in a binder, if that binder is available to all employees?
No. Generally, federal workplace posters required by the Department of Labor must be displayed or posted in a conspicuous place where they are easily visible to all employees. There is an exception to this: The Uniformed Services Employment and Reemployment Rights Act (USERRA) poster may be provided by other methods as long as the full text of the notice is provided. Other methods may include distributing to employees by direct handling, mailing, or via email.
Can I post electronic versions of the posters on a tablet computer to meet posting requirements?
In general, posters must be displayed in conspicuous places on an employer’s premises where they are visible at all times. It is not likely that posting them on a tablet computer would meet this requirement. In addition, some posters must be displayed at certain sizes. For example, the federal Occupational Safety and Health Act (OSHA) poster must be at least 8-1/2 by 14 inches.
There are a few new federal contractor postings that can be displayed electronically. This includes the federal contractor minimum wage poster and the pay transparency poster required by Executive Order 13665. These electronic posting regulations apply only to these specific posters for federal contractors, however.
If the physical posters are also on display, it is fine to have electronic versions available as well.
What if my state's minimum wage is higher than federal? Do I still have to display the federal minimum wage poster?
Yes, the federal minimum wage poster should still be displayed. There may be employees who are not covered by the state law, and therefore would be covered under the federal minimum wage law. An employer is to pay the higher of the state or federal minimum wage, but both notices are still to be posted as the state or federal rules may differ on overtime, tipped employees, etc.
Can I be fined if I don't have a poster?
Failure to post required state and federal employment law notices can result in fines of more than $35,000. Following are some examples:
- The maximum penalty for violating the Occupational Safety and Health Administration (OSHA) posting requirement is $13,260.
- An employer who violates any provision of the federal Employee Polygraph Protection Act of 1988, including the posting requirement, faces a fine of up to $21,039.
- The penalty for failing to display the Equal Employment Opportunity is the Law posting (required for employers with 15 or more workers) increased to $559 in 2017.
- Employers with 50 or more workers are required to display the Family and Medical Leave Act (FMLA) notice, and the penalty for willful refusal to display it is $173.
- State posting requirements can also carry penalties. For example, failure to display the Cal/OSHA safety and health protection poster could bring a $1,000 fine.
Maximum fines typically would be incurred if the employer continually and/or knowingly violated the law. State fines and penalties will vary by agency and are also determined on a case-by-case basis. A specific fine for failure to post is not always stated on the poster, even though the requirement is made clear by state law and the enforcing agency. For example, the California Healthy Workplaces, Healthy Families Act of 2014 (California Labor Code, Article 1.5, Section 274(c)) indicates that an employer who willfully violates the posting requirements is subject to a civil penalty of up to $100 for each offense.
J. J. Keller® Labor Law Posters
Why do employers need employment law posters?
State and federal employment laws/regulations require all employers with at least one employee to post at each of their locations, in an area frequented by all employees, all applicable, current, required federal and state employment law notices. Failure to keep these notices up-to-date can result in fines or employee lawsuits.
I already have employment law posters; are they current?
All J. J. Keller® labor law posters include a QR code in the bottom right corner of the poster. Simply scan the QR code with your mobile device, and you will be notified if your poster is compliant.
In addition, our posters include a compliance date within the poster header. This date reflects the last major (mandatory) change that was captured. Revision dates are also indicated on the individual notices on the poster (when applicable); however, the compliance date reflects the last mandatory change that occurred to any of the notices on the poster.
Compliance date information is available in the Recent & Potential Poster Changes report and the Posting Requirements report on our Labor Law Postings online resource — jjkeller.com/employmentlaw — or in the Poster Resources section of the Employment Law Poster Management Center (to which Update Service subscribers have access). If you have not replaced your poster as of the compliance date listed, then you may not be in compliance and your poster must be updated.
Why should I purchase employment law posters instead of ordering them from the government for free?
Downloading and printing from individual federal and state government agencies is a time-consuming process, and employers must stay aware of new laws and order updated posters with every state or federal labor law change in order to stay in compliance. Plus, since some labor law notices must be protected from altering and defacing, the cost of laminating each individual poster or putting it behind glass makes the cost of compliance substantially higher than the cost of a set of posters.
Can I purchase E-Verify™ posters from J. J. Keller?
Employers participating in E-Verify must obtain official copies of the E-Verify Participation and Right to Work posters from the Department of Homeland Security’s E-Verify website. The website notes that employers may not purchase the posters from another vendor. Only employers participating in the E-Verify program are allowed to display the posters.
Further, J. J. Keller has been in direct communication with DHS to clarify and confirm that J. J. Keller (and others) must not resell the posters.
An employer enrolled in E-Verify must log in to the E-Verify website before downloading and printing the posters. After the employer logs into E-Verify, the employer can click on “My Resources” and “View Essential Resources” to view the posters.
Participating employers need to display both the English and Spanish versions of the E-Verify Participation Poster and the Right to Work Poster.
Can I purchase Department of Defense Hotline Posters from J. J. Keller?
These posters are available only from the Department of Defense, and poster suppliers are not allowed to reprint them. J. J. Keller contacted the DOD and confirmed that J. J. Keller (and others) must not resell the posters. Federal contractors who are required to display these posters must download them from the department’s hotline website or order them from the DOD.
What is the compliance date at the top of J. J. Keller's posters?
All labor law posters from J. J. Keller include a compliance date in the header of the poster. This date reflects the last major (mandatory) change that was captured. NOTE: Revision dates are indicated on the individual notices on the poster (when applicable); however, the compliance date reflects the last mandatory change that occurred to any of the notices on the poster.
What is the difference between a major change and a minor change? Is this the same as mandatory and non-mandatory?
Yes, major and minor are the same as mandatory and non-mandatory respectively. A major/mandatory change includes significant changes that affect the ability of the posting to comply with the issuing agency's regulations or law. In these instances, the governing agency has stated that employers must replace their old notice with the new revised notice.
A minor/non-mandatory change typically is a cosmetic change, and we will not issue an alert for changes such as these. In these instances, the governing agency has stated the employers are not required to replace their old notice with the new revised notice. Both old and new versions of the notice are compliant. Examples of minor/non-mandatory changes might include an update to the governor's name or something in the format or layout of the notice has been changed. These are changes that do not affect the intent of the law described on the notice.
What are the yellow notices on some of J. J. Keller's posters?
Those are informational inserts we provide. We are providing a service by advising you that you may need to contact your insurance company or state agency directly to be "qualified." In these instances, you are responsible for obtaining an official copy of the notice; J. J. Keller cannot provide the official copy. The yellow notices are there to advise you that you must contact a state agency to get a notice which will be specific to your business. Usually, these are state Workers' Compensation or Unemployment Benefits related notices having to do with your employer account with those agencies. For example, employers in Alaska must get the Employer’s Notice of Insurance from their workers’ compensation insurance company.
Why are J. J. Keller's labor law posters laminated?
We laminate all our labor law posters to ensure they are not altered or defaced, which is actually a government requirement by some laws. For example, the federal OSHA notice includes requirements for "Each employer is required to take steps to ensure that such notices are not altered, defaced, or covered by other material." This requirement can be found in 29 CFR Part 1903.2(a)(1). The laminate also keeps the poster presentable for much longer, especially in high traffic areas, than if it was just a plain paper poster.
How will I know when a poster needs to be updated?
We will contact you either by phone, mail or email when a mandatory posting change occurs that requires you to update your posters. When you purchase our Employment Law Poster Update Service, we will automatically send you an updated federal or state poster each time a mandatory posting change occurs and will alert you of the mandatory change via email.
Do I need to post the child labor law posters some states have?
Some states require you to post child labor law postings only when you employ minors. We include these child labor law notices on our labor law posters in the states where they are required.
Do I need to post the federal Family Medical Leave Act poster?
The FMLA general notice is required to be posted by private companies with 50 or more employees and all public employers. It is included on our Federal Labor Law Poster, which is both sold separately and as part of the State & Federal Labor Law Poster sets. It is also included on our All-In-One State and Federal posters.
Are No Smoking notices included on J. J. Keller labor law posters?
No. Since these notices apply to customers, visitors to the company and employees, they are not considered labor law posters and should be posted separately where they can be seen by all involved. No Smoking notices are typically required to be posted at facility entrances, designated smoke-free areas and other locations at your facility that are accessible by the public.
Some states require a sign of a specific size or with specific wording to be used. State-specific and general No Smoking signs are available on our signs website, jjkeller.com/signs.
Employment Law Poster Update Service
Does the Employment Law Poster Update Service include full poster replacement, or do you send individual notices when they change?
Update Service subscriptions include full poster replacement. We will send you a completely new state poster when mandatory state changes occur or a completely new federal poster when mandatory federal changes occur. With the new poster, you will receive the mandatory posting change as well as any minor posting changes that may have occurred since your last update. All our posters are laminated to help prevent them from being altered or defaced and to help them stay presentable in high traffic areas.
Why would I need updated posters automatically sent to me?
Over the last three years, there have been more than 100 mandatory state changes. Some states have had three, four, or more changes. Keeping up with these frequent law changes can be very costly and time consuming. Our Update Service is designed to provide you peace of mind and hassle-free compliance. We will automatically send you a completely updated federal or state labor law poster whenever mandatory changes occur. These poster updates will be sent within 30 days of the government finalizing content to ensure you always stay in compliance with posting requirements.
How often will I receive updated posters?
Our editors and staff are constantly monitoring federal and state regulatory activity for changes that might affect labor law posting requirements. On average, there are more than 75 state and federal employment law posting changes (mandatory and minor) each year. Whenever our staff confirms a mandatory change, we update our posters and ship them to you. Mandatory changes are those that are substantial (the change in verbiage impacts the intent of the law) and the government agency has indicated that employers are required to update their existing posting to the newly revised posting.
How quickly will I receive updated posters when a mandatory posting change occurs?
Your updated state or federal posters will be shipped within 30 days of the government releasing final wording for the revised notice. In most cases, you will receive new posters on or before the effective date of the mandatory posting change.
Will I be able to get tracking information for my poster updates?
Yes! With a paid subscription, you will automatically get free access to the J. J. Keller® Employment Law Poster Management Center. You can log on to the Management Center at any time to get FedEx SmartPost® tracking information for poster update shipments to all locations included under your J. J. Keller account number. Tracking information is listed for all poster updates shipped within the past two years, however, only poster shipments sent within the past 4 months are trackable. You can even export the tracking information into an Excel spreadsheet to help you better manage and find information for multiple locations. You can use this tracking information to confirm poster updates have been shipped to and received by all of your locations.
I sometimes get questions from our employees in other locations (either inside or outside my state) regarding labor law posting content and revision dates. How can I answer their question without having a physical poster in front of me?
You can download PDF images of all our state and federal posters on the Employment Law Poster Management Center. You can use these electronic images to review poster content and revision dates on any poster.
Will I receive updated posters when a law change becomes effective?
Posters are updated only when the issuing agency publishes the updated posting. Even though a law may take effect on a certain date, that doesn't necessarily mean a new updated posting will be available immediately. We update our posters as soon as the posting text is released.
If you have already purchased new labor law posters or the Update Service, you should retain a copy of this invoice. This will help you demonstrate to an auditor or agency representative that you are making a "good faith" effort to comply with updated posters.
Rest assured that our research department is constantly monitoring regulatory activity, and just as soon as the final wording becomes available, we have it published on our products. We ship revised posters within 30 days of the government finalizing content so that posters compliant with posting requirements are available in a timely manner.
How will you let me know when a poster update is going to be shipped?
As soon as our staff confirms a mandatory change takes place, we will send an email to alert you of the change and inform you that you'll receive an updated poster within 30 days of the government agency finalizing the revised posting verbiage. The tracking information for your poster update will be available on the Employment Law Poster Management Center.
We have a number of Spanish-speaking employees. Can we get the Update Service for Spanish version posters?
Yes! In addition to English version posters, we offer our Update Service for Spanish version posters for all 50 states plus the District of Columbia and Puerto Rico.
What will my email address be used for when I purchase the Update Service?
Your email address will be used by J. J. Keller for getting access to the Employment Law Poster Management Center. In addition, we will use your email address to notify you of any important alerts regarding your Update Service. These alerts typically include: 1) a mandatory posting change is taking place and you will receive an updated poster in 30 days, and 2) the new quarterly Labor Law Compliance Newsletter is now available on the Management Center. The quarterly newsletter is free with your paid subscription and features hot topics, regulatory activity, poster revisions, and other news that's important to you.
How can I update my email address?
You can change your email address by clicking on the Manage Users button in the left navigation pane of the Employment Law Poster Management Center. First click on your Username, then click Edit to change your email address, username, first name, last name or user level. Alternatively, you can contact a customer service rep at
Can other employees from our company get access to the Employment Law Poster Management Center, too?
Yes, we have included Manage Users function on the Employment Law Poster Management Center. You can use this feature to invite other employees within your company to also get access to the valuable resources on the Management Center.
To do this, click on the Manage Users button in the left navigation pane on the Management Center home page. Then click Add User in the upper right corner of the Manage Users page. Enter the new user's email address, username, first name, last name and user level (Admin, Paper User, or Remote worker) and then click Submit.
An explanation of the user roles is provided in the Help document in the Management Center.
A Welcome Email will be generated and sent to the invitee and prompt them to login to access to the Management Center. The invitee will get access and receive the same email notifications that you receive as part of your Update Service. However, if they are a remote worker, they will only receive federal or state update notification emails for the state they live in, indicating when one of their state/federal postings has been updated and is ready for viewing.
Can I change the shipping address or contact information where my poster updates are shipped to?
You can view a list of all of your labor law poster subscriptions and change contact information by clicking on the View Subscriptions button in the left navigation pane of the Employment Law Poster Management Center. Simply click Edit next to the subscription you would like to change and then edit the physical shipping address and/or contact name and email address and Submit.
Note: Your changes should appear on the Employment Law Poster Management Center within 24 hours. If you need to change the state for which you have a subscription, please contact your customer service rep or call 1-800-327-6868. They can edit the data (including state, physical shipping address, and contact information) associated with your Update Service in our database.
Can I get a listing of all of my poster subscriptions?
You can view a list of all of your labor law poster subscriptions under your J. J. Keller account by clicking on the View Subscriptions button in the left navigation pane of the Employment Law Poster Management Center. In addition, you can export this data into a spreadsheet to conduct an ad hoc audit of your Update Service and edit shipping addresses and contact information for any or all of them at your discretion.
The person at our company that had access to the Employment Law Poster Management Center has left the company or changed positions. How can we get a new or different employee access to the Management Center?
Please contact your customer service rep or call
I purchased the Update Service, but I did not receive or cannot find my Welcome Email. How can I gain access to the Employment Law Poster Management Center?
First, check to make sure the Welcome Email was not blocked by your SPAM filter. If you cannot find the Welcome Email, you can access the Forgot Password page and enter the email address you provided when ordering your subscription. An email containing your login will be sent to you. If you need assistance, please contact a customer service rep at
How do I renew my Employment Law Poster Update Service?
You can contact your J. J. Keller customer service rep at any time to renew your service or ask questions about your Update Service. Otherwise, as your subscription comes close to expiring, a customer service rep will contact you to discuss your desire to renew. At that time, the customer service rep can also discuss editing or adding Update Service subscriptions as your needs may have changed since you first purchased the update service. J. J. Keller does not have an "auto-renewal" program for the Update Service at this time.
Is there a place where I can get a list of posting changes for my state or any other state?
Yes, there are several resources for this information available in the Employment Law Poster Management Center. They include a Recent & Potential Poster Changes report (which provides you with our insights into pending poster changes and major & minor poster changes that we've recently captured), a Regulatory Alert report (which gives details on recent changes), and a Posting Requirements report (which lists required federal postings and individual postings for each state). To view these reports, click on the Poster Resources button in the left navigation pane of the Management Center.