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Labor Law Posters @ Cornell University

Posters must be on display in your area and may be downloaded by clicking on the links below. If unable to download, please
contact Workforce Policy and Labor Relations

Posters must be up where all employees may see them -- lunchroom areas, main reception areas, etc. Use your discretion to post them in the most appropriate area for your department. Please contact Workforce Policy and Labor Relations at 254-7232 or equalopportunity@cornell.edu if you have any questions or concerns.

Federal Posters: http://www.dol.gov/osbp/sbrefa/poster/matrix.htm

 

New York State Posters: http://www.labor.state.ny.us/workerprotection/ laborstandards/employer/posters.shtm

Posters that may be on display in your workplace depending on your circumstance:

    • Davis-Bacon Poster (Government Construction) http://www.dol.gov/esa/whd/regs/compliance/posters/fedprojc.pdf
      For any contractor/subcontractor engaged in contracts in excess of $2,000 for the actual construction, alteration/repair of a public building or public work or building or work financed in whole or in part from federal funds, federal guarantee, or federal pledge which is subject to the labor standards provisions of any of the acts listed in 29 CFR 5.1. (Employment Standards Administration, Wage and Hour Division.) The notice must be at the site of the work in a prominent and accessible place where it may be easily seen by employees.
    • Walsh-Healey Service Contracts Act Poster: http://www.dol.gov/esa/whd/regs/compliance/posters/govbw.pdf Every employer performing work covered by the Walsh-Healey Public Contracts Act or the McNamara-O'Hara Service Contract Act (SCA) is required to post a notice of the compensation required (including, for service contracts, any applicable wage determination) in a prominent and accessible location at the worksite where it may be seen by all employees performing on the contract.
    • Minor Labor Law Poster. Required if minors (under 18) are employed; the department must create their own poster based on their work situation.   According to the New York State Department of Labor, "The employer must make a schedule for all minors [under 18] and post it in a conspicuous place. The schedule sets forth the hours minors start and end work and time allotted for meals. The hours of work can be changed, as long as the changes are posted on the schedule. Minors may work only on the days and at the times posted on the schedule. If minors are present at other times or if no schedule is posted, it is a violation of the child labor law." See http://www.labor.state.ny.us/workerprotection/laborstandards/
      workprot/minors.shtm
    • Smoking/no smoking postings: Cornell University prohibits the smoking or carrying of lighted cigars, cigarettes or pipes in all indoor facilities, enclosed bus stops and university-owned or controlled vehicles, except in special situations defined by policy; unit heads are to prominently post "No Smoking" signs in appropriate places throughout buildings.For further information, see the University policy on smoking at http://www.dfa.cornell.edu/dfa/treasurer/policyoffice/policies/volumes/facilities/smoking.cfm or contact Environmental Health and Safety at 255-8200.
    • Sufficient Time to Vote: Consistent with NYS Election Law (http://www.elections.state.ny.us/NYSBOE/download/
      law/2006NYElectionLaw.pdf      ), notice must be posted 10 days prior to state and national elections providing the requirements of the law regarding sufficient time off to employees to ensure that registered voters are able to vote. Download a "Voting Time Poster"
      Those requirements are embedded in HR policy 6.9 "Time Away From Work: Voting Time":

      All staff members who are registered to vote may take time away from work with pay to vote if polling places are not open four consecutive hours before or after the staff members' scheduled work day. (See University Policy 6.9, "Time Away From Work: Voting Time")

      1. Staff members must advise their unit supervisors at least 24 hours in advance that they need time off to vote
      2. Non-exempt staff members who take time away from work to vote should note the number of hours taken as paid leave in their time collection systems

      • Note: Employees represented by a collective bargaining agent should consult their contract for applicable pay practices and release time provisions