Nationwide, businesses of all sizes are strained with the long and ever-changing set of compliance requirements they must adhere to. More than ever, they are reliant on their service providers to help them simplify this part of their business, remain compliant, and avoid fines and lawsuits. Labor law posting requirements are yet another compliance challenge that employers face and they want your help.
Complying with Remote Employee Labor Law Poster Requirements is Hard
The days of labor law posters in the break room are not over, but as so many employees are now engaging in remote and hybrid work, the physical posters alone are not sufficient for most businesses. This is because employers have the same obligation to provide up-to-date and accurate labor law posters to remote employees as they do for those working on-premise.
Making matters more complicated, each state, city, and county often has their own labor laws and posting requirements. When these are applied based on the remote employee’s actual work location, it means the employee may fall under a different set of rules, and they must be presented with a different set of posters and notices. Finally, labor law posting requirements for all of these jurisdictions change frequently throughout the year, making it challenging to keep employees informed. This is why it is so difficult for employers to comply with posting requirements for their remote employees, leaving them exposed to additional labor law related liability and legal risk.
Remote Employee Poster Compliance is a Technology Problem
Due to the nature of remote and hybrid work, it is not practical for employers to distribute the physical poster to employees. Meanwhile, the US Department of Labor guidelines provide that employers may make the mandatory postings available digitally. Employers who try to do this themselves across the multiple states and municipalities where their employees work and then continue to distribute new ones each time there is a change are likely to fail. The easiest way for employers to achieve compliance for this part of their workforce is through technology that automates the distribution for them and ensures continued compliance nationwide, no matter where their employees work.
Solve This Problem For Your Clients with PosterElite’s ePosterCenter
ePosterCenter is an essential online application designed to be seamlessly integrated into our partners’ own service offering to help employers effortlessly distribute the most up to date digital labor law posters to all of their employees – anywhere they work. ePosterCenter is always up to date with the most recent requirements, includes all of the mandatory Federal, State, County, and City notices, automatically bi-lingual, and by simply entering a zip code, the employee can immediately see all of the postings that apply to them.
Offered only through our partnership model, the application is white labeled to match partner branding, and works beautifully on mobile devices. When provided to your clients, it will help them solve an important compliance problem, while at the same time strengthen your offering, increase client engagement, and provide an additional source of recurring revenue.
Let PosterElite Help You
PosterElite has helped hundreds of leading HR, HCM, WFM, and Payroll technology and service providers seamlessly extend their product offering to include labor law poster compliance. Our partners have helped more than 1,000,000 businesses comply with the complicated and ever-changing posting requirements. With our turnkey, white labeled approach (your service – your brand) and our partner focused methodology, implementation and ongoing management are nearly effortless. Our partners that deploy labor law poster compliance services have proven to increase client retention, strengthen their competitive positioning, and find significant new sources of recurring revenue.
Contact Us to set up a time for us to learn more about your business and share details about how our solutions will help your clients while helping your business thrive.
Not Legal Advice
While we believe this information to be accurate, it should not be used as legal advice. It is the employer’s responsibility to consult attorneys and solicit legal advice to determine the most appropriate solution for their business circumstances in the jurisdictions within which they operate.