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Ithaca, NY 14853
(607) 255-4652
equalopportunity@cornell.edu

Labor Law Posters

Posters must be on display in your area in a conspicuous place where other notifications of workplace rights and employer rules and policies are posted so that employees can readily read it. The posters may be downloaded by clicking on the links below. Posters may also be purchased from companies such as HRDirect.

Federal Posters

Department of Homeland Security notices (December 2009):

Cornell University, as mandated by Federal Law, will begin e-Verifying only 1) new hires working on a federal contract with an FAR e-verify clause; and (2) all existing employees hired after 1986 working on a federal contract with an FAR e-verify clause.

Cornell’s office of Records Administration will be performing the e-Verify process for all CU employees hired after 1986 working on a federal contract with an FAR e-verify clause. College/Unit HR offices will only be contacted/involved when there is a tentative non-confirm, or final non-confirm of an employee. The law also requires that the Department of Homeland Security notices be displayed in a prominent place that is clearly visible to prospective employees and all employees who are to be verified through the system.

Office of Labor-Management Standards (OLMS) - EXECUTIVE ORDER 13496: NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS (May 20, 2010)

Federal contractors and subcontractors are required to inform employees of their rights under the National Labor Relations Act (NLRA), the primary law governing relations between unions and employers in the private sector. See 29 CFR Part 471. The notice, prescribed in the Department of Labor's regulations, informs employees of Federal contractors and subcontractors of their rights under the NLRA to organize and bargain collectively with their employers and to engage in other protected concerted activity. Additionally, the notice provides examples of illegal conduct by employers and unions, and it provides contact information to the National Labor Relations Board (www.nlrb.gov), the agency responsible for enforcing the NLRA. Federal contractors and subcontractors are required to post the prescribed employee notice conspicuously in plants and offices where employees covered by the NLRA perform contract-related activity, including all places where notices to employees are customarily posted both physically and electronically.

Obtaining Copies of the Notice of Employee Rights

Executive Order 13496 Notice of Employee Rights, in Adobe Reader (.pdf) format, can be downloaded from the link below. If you are not able to download the notice, or if you seek a hard copy of the notice, you can send a request to olms-public@dol.gov or call (202) 693-0123. Contractors may also reproduce and use exact duplicate copies of the official notice.

To use one of these files as a poster for your place of employment, please follow these instructions:

The files are only available in PDF format. In order to view and/or print PDF documents you must have a PDF viewer (e.g., Adobe Acrobat Reader) available on your workstation. Click on the PDF link for one of the Notice of Employee Rights Under Federal Labor Laws posters above and wait for it to load into the viewer.

  1. The size of the poster must be 11x17 inches or larger.
  2. If you have a printer capable of printing to 11x17 inch paper, download the poster in the 11x17-inch one-page format. Be sure to select that paper size when printing.
  3. If you do not have a printer that is capable of 11x17 prints, download the poster in the 11x8.5-inch two-page format. When printing, please ensure that the Page Scaling box reads: Scale to Printer Margins and you haved checked the Auto-Rotate and Center box. The poster will print two 11x8.5-inch landscape pages that must be taped or pasted together to form the 11x17 inch poster.

New York State Posters

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

  • Davis-Bacon Poster (Government Construction) (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 (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.
  • Employee Rights under the NLRATwo versions of the poster are available on the NRLB website. (voluntary posting)
  • 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 "Laws Governing the Employment of Minors."
  • 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.
  • Sufficient Time to Vote: Consistent with NYS Election Law (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 (doc). Those requirements are embedded in HR policy 6.9 Time Away From Work: Voting Time (pdf):

    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 (pdf).

    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 system
    • Note: Employees represented by a collective bargaining agent should consult their contract for applicable pay practices and release time provisions
  • Sufficient Time to Vote: Consistent with NYS Election Law (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 (doc). Those requirements are embedded in HR policy 6.9 Time Away From Work: Voting Time (pdf):

    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 (pdf).

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