Employment law requires that employers post mandatory Pennsylvania labor law posters. Each company must publish accurate and updated federal and state Pennsylvania labor law posters. Pennsylvania Labor Law Poster must Includes minimum wage, OSHA and employee right notices. Comply with Pennsylvania labor laws and avoid citations. There are also Spanish versions of the Pennsylvania labor law posters available online. Below is the list of required Pennsylvania State and Federal Labor Law Posters.

The following Pennsylvania State Labor law Posters must be posted to avoid citations.

Child Labor Law
Unemployment Insurance
Discrimination Notice
Right to Know
Minimum Wage
Employment Provisions
Public Accommodation
Equal Pay

Federal Labor Law Posters must be posted to avoid citations. List of the required Federal Labor Posters are listed below:

Equal Employment Opportunity is the Law Poster for Pennsylvania
Employers Holding Federal Contracts or Subcontracts Applicants to and employees of companies with a Federal government contract or subcontract are protected under the following Federal authorities: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, prohibits job discrimination because of disability and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with reasonable accommodation, can perform the essential functions of a job.

Federal Minimum Wage Labor Law Poster for Pennsylvania
Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of employment with an employer. Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.

Employee Polygraph Notice Labor Law Poster for Pennsylvania
The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
PROHIBITIONS
Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or
discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.
EXEMPTIONS*
Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private
individuals engaged in national security-related activities. The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and
dispensers. The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.
EXAMINEE RIGHTS
Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to
unauthorized persons.
ENFORCEMENT
The Secretary of Labor may bring court actions to restrain violations and assess civil penalties up to $10,000 against violators. Employees or job applicants may also bring their own court actions.
ADDITIONAL INFORMATION
Additional information may be obtained, and complaints of violations may be filed, at local offices of the Wage and Hour Division, which are listed in the telephone directory under U.S. Government, Department of Labor, Employment Standards Administration.
THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.
*The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests.

Federal OSHA "It's the Law" Labor Law Poster for Pennsylvania
The Occupational Safety and Health Act of 1970 (OSH Act), P.L. 91-596, assures safe and healthful working conditions for working men and women throughout the Nation. The Occupational Safety and Health Administration, in the U.S. Department of Labor, has the primary responsibility for administering the OSH Act.

Uniformed Services Employment and Reemployment Act of 1994 (USERRA) Labor Law Poster for Pennsylvania
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.

YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Labor Law Poster for Pennsylvania
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

I am concerned about my company not complying with PA law. I work for a small company - about 30-40 employees. They have never posted any of the items listed on the list of law docs I read in the previous article. I have no knowledge of what rights I have as an employee. As a result, I am pregnant and was expecting to get maternity leave pay. I am realizing this is not possible. I would have never know had I not researched online. My employer is failing to be responsible to its employees. What recourse do I have? If any.

Unfortunately for you, there isn't any advantage to you for reporting your employer. Pennsylvania does not have a mandated leave law for companies under 50 employees.

However, your employer may be subject to penalties for not posting the right information. You can direct your employer to labor law center (found in the banner at the top of this page) to get the most recent update. Or, you can report him/her to the state.

Or you can direct him to just go to the PA government site and print out all you need for free! They also post what's required.

http://www.dli.state.pa.us/landi/cwp/view.asp?a=125&Q=63528&papowerNavDLTEST=%7C29888%7C29941%7C

Also, don't give in to scare tactics by mailings from official-looking places trying to frighten you into purchasing their posters. Sometimes they try to make you think they are mailing the notices from a government organization.

You can get all the posters you need for free on the PA State page above.

My employer requires me to carry a cell phone for evenings and weekends every other week. total time aprox 30 hours. We are paid $25.00 for keeping the phone.calls or no calls. If I were to recieve a call that I was on the cell or my home phone for a long time and was restricted to my home should I recieve overtime pay for the time I work over my normal 40 hour work week?

Assuming you are a nonexempt employee, you must be paid for all hours worked, no matter whose phone you are taking the call on. However, with a cell phone, why would you be confined to your home? Whether or not the "on-call" time is considered compensable is subjective, but one of the primary factors is by how much your personal activites are restricted.

I have to reply to all cell phone oand or beeper calls as soon as the come in so it does limit me to my free time. I was at a baseballgame and had to leave for 1/2 hour. I am paid the 25.oo, but nothing else for the work. Is there a written rules or PA law I can get my hands on to help in writing standards for this issue.

I reiterate. You must be paid for all hours worked. That includes solving the problem for which you were called or beeped, whether that is on the phone or in person. However, I'm still not sure how your free time is limited, except that, if you have to show up in person when called or beeped, you cannot be more than 30 minutes away. Is that the only restriction?

They say that the 25.00 is the compensation/pay. and yes we need to be close enough to our work to fix the problems asap. I could not leave town for any reason. I have to be able to return the call right away.