Payroll, Here Are Your Articles for Wednesday, March 16, 2022
Is this email not displaying correctly?
View it in your browser
Friend Me on Facebook Follow Me on Twitter Connect with me on LinkedIn
Website Services Resources Contact Us About Us Blog
Share Save

What's the Story on DOL Posters for Remote Workers?


In most offices, someone from HR hangs the relevant Labor Department posters in the company breakroom and that's that. But in this new remote world, what are the requirements? Send the posters to each employee and tell them they have to hang them in their kitchens? Actually, that's not necessary, but the DOL has published some guidance for companies that are partially or entirely remote.

Consider your situation

If a statute and its regulations require a notice to be continuously posted at a worksite, in most cases, the DOL will only consider electronically posting an acceptable substitute for the continuous posting requirement when (1) all of the employer's employees exclusively work remotely, (2) all employees customarily receive information from the employer via electronic means and (3) all employees have readily available access to the electronic posting at all times.

Where an employer has some employees on-site and other employees teleworking full time, for example, the DOL says the employer may supplement a hard-copy posting requirement with an electronic posting.

Also, where particular statutes and regulations permit delivery of notices to individual employees, the notice requirements may be met via email delivery (or another similar method of electronic delivery) only if the employee customarily receives information from the employer electronically.

Obey the spirit of the law

The DOL warns employers against using an electronic interface to effectively hide key posters. "The electronic notice must be as effective as a hard-copy posting …. Posting on an unknown or little-known electronic location has the effect of hiding the notice, similar to posting a hard-copy notice in an inconspicuous place, such as a custodial closet or little-visited basement."

What is clear from the language is that the DOL expects a robust and comprehensive system for electronic communications for remote workers. Of course, this should be essential for a wide variety of business processes.

Finally, businesses should check for any state and local requirements.

The full text of the DOL guidance is available on the DOL's website.




Share Save

Your Comments

Saved Articles
Comments and Feedback
Refer A Friend
Your Privacy
Our firm provides the information in this e-newsletter for general guidance only, and does not constitute the provision of legal advice, tax advice, accounting services, investment advice, or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation. The information is provided "as is," with no assurance or guarantee of completeness, accuracy, or timeliness of the information, and without warranty of any kind, express or implied, including but not limited to warranties of performance, merchantability, and fitness for a particular purpose.
Powered by
Copyright © All rights reserved.

This email was sent to:

Mailing address: 3001 Medlin Dr. Ste 125, Arlington, TX 76015