In Massachusetts, the spectrum of required workplace posters reflects both the state's distinctive labor laws and the broader tapestry of American labor regulations. Employers in Massachusetts are obligated to display various posters that inform employees about their rights under state-specific laws, including minimum wage, anti-discrimination policies, workers' compensation, and unemployment insurance. This approach is similar to other states, yet Massachusetts stands out with certain unique requirements, such as its specific Earned Sick Time Notice and Domestic Workers' Rights.
Ensuring compliance with these posting requirements is crucial, as it serves not only to fulfill legal obligations but also to foster a workplace environment rooted in knowledge and transparency. These posters empower employees by making them aware of their rights and protections, enhancing the overall workplace culture. Failure to display these required posters can lead to legal penalties, but more importantly, it can erode the trust and morale of employees, undermining the fabric of a healthy working environment. For Massachusetts employers, keeping these posters up-to-date and prominently displayed is a key step in creating a respectful, compliant, and informed workplace, reinforcing the value placed on employees' rights and well-being.
The following state posters are required by the state of Massachusetts:
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Required Posters |
These posters must be displayed in prominent locations within the workplace, such as break rooms or common areas, to ensure they are easily visible to all employees. Regular updates are necessary to ensure compliance with any changes in state laws.
massachusetts Required Workplace Posters
Chemical Right to Know
Poster Summary
Required for Public Agencies Only.
The "Chemical Right-to-Know" document provides information about the Worker Right-to-Know Law in Massachusetts, including compliance requirements for both private and public employers.
Key points from the document include:
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Private employers working on public or private property must comply with the OSHA Hazard Communication Standard (OSHA 29 CFR 1910.1200).
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Public employers must comply with the Worker Right-to-Know Law outlined in 454 CMR 21.00, which requires providing Material Safety Data Sheets (now Safety Data Sheets) and labels for chemical products used by workers, as well as conducting training for workers.
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Public employers can implement a comprehensive Chemical Hazard Communication program in compliance with OSHA 29 CFR 1910.1200 to meet Massachusetts requirements.
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Compliance with these regulations is essential to ensure workplace safety and the right of workers to access important information about chemicals used on site.
The document provides additional resources such as a workplace poster, training materials, and information about registered third-party trainers.
Domestic Worker Rights
Poster Summary
The "Domestic Worker Rights" document provides important information about the rights of domestic workers in Massachusetts.
Key points from the document include:
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Employers are required to maintain payroll records that include information about hours worked, wages paid, and deductions taken. Workers have the right to access their own payroll records.
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Paystubs must be provided and should include details about hours worked, hourly rate, and deductions.
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Workers should receive timesheets if they work 16 or more hours a week, documenting the number of hours worked each day.
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Employees have the right to ask for written feedback about their work at specific intervals and can request modifications if they disagree with their employer's evaluation.
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Workers must be paid at least the state minimum wage, and overtime rates apply for working more than 40 hours per week.
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Rest periods should be free of work duties, with a 30-minute meal or rest break provided for those working 6 or more hours in a day.
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Employers must not deduct wages without legal authorization or the employee's consent. Deductions for food, drinks, or housing must be reasonable and agreed upon in writing.
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Social security, income taxes, and unemployment benefits are deductions made from employees' paychecks.
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Sick leave, vacation time, parental leave, and other types of leave may be available, depending on the employer's size and specific laws.
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Employers must respect workers' privacy, provide access to phone and internet services, and allow freedom of movement.
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Injuries at work may qualify workers for workers' compensation benefits.
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State laws protecting workers apply to all workers, regardless of immigration status.
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Employers must not discriminate based on various protected characteristics, and workers have avenues for reporting discrimination or retaliation.
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Specific termination rights and notice requirements apply to live-in workers.
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Employers must not retaliate against workers for exercising their rights, and there are penalties for reporting undocumented workers to immigration authorities.
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Workers have the right to file complaints with relevant agencies, such as the Attorney General's Office or the Massachusetts Commission Against Discrimination.
Downloads
Earned Sick Time
Poster Summary
The Earned Sick Time Poster is used to:
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Inform employees about their right to earned sick time: This includes how much time they can accrue, how they can use it, and what limitations there might be.
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Explain how to request and use earned sick time: The poster should outline the process employees need to follow to take sick leave, whether verbally or through a formal procedure.
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Prevent employer retaliation: The poster should clearly state that it's illegal for employers to retaliate against employees for using earned sick time.
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Promote employee well-being: By making employees aware of their rights, the poster encourages them to take care of their health and the health of their families without fear of job repercussions.
Downloads
Fair Employment in Massachusetts
Poster Summary
The "Fair Employment in Massachusetts" document outlines the protections provided by Massachusetts General Laws Chapter 151B against discrimination in the workplace.
Key points from the document include:
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Private employers with 6 or more employees, state and local governments, employment agencies, and labor organizations are prohibited from discriminating against applicants and employees based on various protected characteristics, including race, color, religion, disability, national origin, age, sex, pregnancy and pregnancy-related conditions, gender identity, sexual orientation, genetic information, ancestry, and military service.
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Discrimination includes actions related to hiring, promotion, discharge, compensation, benefits, training, classification, and other aspects of employment.
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Sexual harassment, including creating a hostile work environment, is specifically prohibited.
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The Pregnant Workers Fairness Act protects employees from discrimination based on pregnancy and related conditions, and outlines employers' obligations to pregnant or lactating employees.
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Parental leave of at least eight weeks is required for employees who have completed an initial probationary period and have given appropriate notice for childbirth or adoption.
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Disability discrimination is prohibited, including failure to reasonably accommodate qualified individuals with disabilities.
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Retaliation against individuals who oppose discriminatory practices, file complaints, testify, or assist in proceedings is illegal.
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The law prohibits discrimination, harassment, and retaliation against domestic workers who perform regular domestic work, such as housekeeping or nanny services, and provides parental leave protections for them.
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Criminal history inquiries on initial employment applications are generally prohibited, unless exempted by statute or regulation.
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Employers may not inquire about an applicant's admission to a mental health facility on employment applications or use such information as a basis for hiring or termination decisions.
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Individuals who believe they have experienced discrimination or harassment should file a charge of discrimination with the Massachusetts Commission Against Discrimination.
Downloads
Paid Family and Medical Leave
Poster Summary
The "Paid Family and Medical Leave (PFML)" notice provides information about the benefits available under Massachusetts General Law Chapter 175M.
Key points from the document include:
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Covered individuals may be entitled to up to 20 weeks of paid medical leave, 12 weeks of paid family leave, or 26 weeks of paid family leave to care for a covered service member with a serious health condition.
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PFML benefits are funded by payroll contributions, with a maximum weekly benefit of up to $1,129.82 (adjusted annually).
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Workers covered by unemployment insurance in Massachusetts, self-employed individuals who reside and work in Massachusetts, and meet certain earnings requirements may qualify for PFML benefits.
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Employees who take paid family or medical leave must be restored to their previous position or an equal position upon return.
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Employers must maintain employment-related health insurance benefits during the leave period.
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It is unlawful for employers to discriminate or retaliate against employees for exercising their PFML rights.
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Employees who experience discrimination or retaliation may seek damages through a civil action.
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Employers may apply for an exemption from paying contributions if they offer paid family leave, medical leave, or both with benefits at least as generous as those provided under the law.
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Private plans providing comparable benefits do not exempt employers from anti-discrimination and anti-retaliation provisions of the law.
Parental Leave Notice
Poster Summary
The "Parental Leave Notice" document provides information about parental leave rights in Massachusetts. Key points from the document include:
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Under Massachusetts General Laws Chapter 151B, § 4(11A) and Chapter 149, § 105D, every employee and domestic worker is entitled to at least eight weeks of parental leave for giving birth or adopting a child.
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Employees are eligible for parental leave if they are employed on a full-time basis, have completed an initial probationary period of up to three months (or have been employed full-time for at least three consecutive months if there is no probationary period), and provide two weeks' notice of the departure date and intent to return.
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Domestic workers must provide two weeks' notice but are not required to be full-time or complete an initial probationary period.
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Both employees and domestic workers have the right to return to the same or a similar position without loss of employment benefits they were eligible for at the start of the leave if they terminate parental leave within eight weeks.
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Accrued sick leave benefits apply to parental leave under the same terms and conditions as other temporary medical disabilities.
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Employer policies or collective bargaining agreements that provide greater or additional benefits than those outlined in the notice continue to apply.
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If an employer provides parental leave longer than eight weeks, they must inform the employee or domestic worker, in writing before the leave begins, if exceeding eight weeks will result in denial of reinstatement or loss of other rights and benefits.
Downloads
Safety & Health Poster
Poster Summary
Required for Public Agencies Only.
The "Safety and Health Poster" document provides information about workplace safety and health protection for public employees in Massachusetts.
Key points from the document include:
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Massachusetts General Laws Chapter 149, §§ 6 and 6-1/2 mandate job safety and health protection for state, municipal, and county workers.
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Employers are required to provide procedures, equipment, and training to prevent work-related injuries and illnesses.
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Employees must comply with workplace policies and procedures to reduce work-related injuries and illnesses.
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The Department of Labor Standards (DLS) may conduct on-site inspections to assess workplace conditions and make recommendations for prevention.
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DLS may issue Written Warnings with Orders to Correct or Civil Citations with Civil Penalties in cases of unsafe conditions or repeated violations.
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Public sector workplaces can request technical assistance from DLS without receiving written warnings or penalties.
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Complaints about safety and health conditions at public workplaces can be filed with DLS.
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Sample safety programs and technical bulletins are available on the DLS website.
Downloads
Smoke-Free Workplace Sign
Poster Summary
The "Smoke-Free Workplace Law" document provides an executive summary of M.G.L. Chapter 270, Section 22 in Massachusetts. Key points from the document include:
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Since July 5, 2004, all enclosed workplaces with at least one employee must be smoke-free.
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Designated smoking areas or rooms are not allowed, and smoke may not migrate back into enclosed workplaces.
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Limited exemptions exist for private residences (except when used for specific purposes), private clubs, designated smoking rooms in hotels, tobacco stores, smoking or cigar bars with majority tobacco sales, religious ceremonies, approved designated smoking areas in nursing homes and substance abuse treatment centers, and tobacco laboratories/testing facilities.
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Signage indicating where smoking is prohibited or exempted areas is required and must be visible to all employees, customers, or visitors.
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Violating the smoking restrictions may result in civil fines of $100 for smokers and fines ranging from $100 to $300 for employers or business owners who permit smoking.
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Local boards of health, municipal governments, the Alcoholic Beverages Control Commission, and the Department of Public Health are responsible for enforcing the law.
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Cities and towns may have stricter local laws that ban smoking in private clubs, cigar bars, tobacconists, nursing homes, and outdoor areas.
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Additional regulations implementing the law and providing definitions for membership associations and outdoor spaces were implemented by the Department of Public Health.
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Further information can be obtained from the Massachusetts Department of Public Health.
Downloads
Temporary Worker Right to Know
Poster Summary
The "Temporary Workers Right to Know Law" notice provides important information about the rights of temporary workers in Massachusetts. Key points from the document include:
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Staffing agencies are required to provide a written notice called a "job order" containing basic information about the job assignment.
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The job order must include the name, address, and contact information of the staffing agency, workers' compensation carrier, work site employer, and the Department of Labor Standards (DLS).
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Important information in the job order includes job description, pay details, start date and duration of employment, provision of transportation or meals, any charges to the employee, strike or lockout status, and a multilingual statement highlighting the importance of the job order.
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The staffing agency must provide the job order in writing, preferably before the end of the first pay period, even if initial information was provided over the telephone.
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Any changes to the job assignment must be communicated to the temporary worker as soon as the staffing agency becomes aware of them.
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If a staffing agency fails to provide a job order, temporary workers can make a complaint to the Department of Labor Standards (DLS) without fear of retaliation.
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Staffing agencies and work site employers cannot charge fees for various services, such as registering with the agency, performing background checks, or forcing employees to buy items.
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Staffing agencies must refund reasonable transportation costs if they send a temporary worker to a job that does not exist.
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Staffing agencies have responsibilities not to provide false information, force unwanted job assignments, withhold property, keep illegal fees, retaliate against workers, assign illegal work, send minors to work during school hours, or send workers to jobs requiring special licenses without proper licensure.
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Temporary workers can contact the Department of Labor Standards (DLS) for more information or to file a complaint.
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The notice is posted to comply with Massachusetts General Law and must be displayed in a conspicuous location accessible to job applicants and workers.
Unemployment Insurance
Poster Summary
The "Unemployment Insurance" document provides information about employees' unemployment insurance coverage in Massachusetts.
Key points from the document include:
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Employees of the employer are covered by Unemployment Insurance (UI), a program financed by Massachusetts employers. No deductions are made from employees' salaries for UI benefits.
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If an employee loses their job, they may be eligible to collect Unemployment Insurance benefits.
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Employees should receive a copy of the pamphlet "How to Apply for Unemployment Insurance Benefits" from the Massachusetts Department of Unemployment Assistance (DUA) before filing a claim.
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To apply for UI benefits, employees can use the UI Online system or call the TeleClaim Center.
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UI Online is a self-service system accessible through the www.mass.gov/dua website, where employees can apply for benefits, request payments, check claim status, and more.
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The TeleClaim Center provides telephone-based UI services, allowing employees to apply for benefits, obtain claim information, and resolve issues. The center's phone number varies based on the area code.
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The last digit of an employee's Social Security Number determines the assigned day to call the TeleClaim center during peak periods (Monday through Thursday).
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The notice includes contact information, accessibility accommodations, and scheduling information for the TeleClaim Center.
Wage and Hours Laws
Poster Summary
The Massachusetts Wage and Hour poster is a mandatory document displayed in workplaces throughout the state to inform employees about their basic rights and protections under Massachusetts wage and hour laws.
It serves several key purposes:
1. Informing employees about essential wage and hour rights:
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Minimum wage: It clearly communicates the current minimum wage for both tipped and non-tipped employees in Massachusetts.
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Overtime pay: It details the circumstances under which employees are entitled to overtime pay and the applicable overtime rate.
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Pay periods and frequency: It specifies how often employees must be paid and the deadline for receiving payment.
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Meal and rest breaks: It outlines the requirements for employers to provide meal and rest breaks, if applicable.
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Child labor restrictions: It summarizes the limitations and regulations concerning the employment of minors.
2. Protecting employees from exploitation:
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Unlawful deductions: It informs employees about what deductions from their wages are allowed and which ones are prohibited.
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Retaliation: It prohibits employers from retaliating against employees for asserting their wage and hour rights.
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Workplace complaints: It provides information on how employees can file complaints with the Massachusetts Attorney General's Office if they believe their rights have been violated.
3. Promoting compliance with state labor laws:
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Clearly summarizing key regulations: The poster serves as a readily accessible reminder for employers of their legal obligations regarding employee pay and working conditions.
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Encouraging fair treatment of employees: By making employees aware of their rights, the poster can help deter employers from engaging in unfair or illegal practices.
Downloads
Workers' Comp Notice to Employees
Poster Summary
The "Notice to Employees" document provides information about workers' compensation insurance coverage in Massachusetts.
Key points from the document include:
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The employer has provided workers' compensation insurance coverage to injured employees as required by Massachusetts General Law, Chapter 152, Sections 21, 22 & 30.
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The notice includes information about the insurance company, its address, policy number, effective dates, and the name and contact details of the insurance agent.
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The insurer is required to furnish adequate and reasonable hospital and medical services for personal injuries that occur in the course of employment.
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Employees have the right to select their own physician for treatment, and the insurer will pay the reasonable and necessary costs of services related to work-related injuries.
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The insurer may have arrangements with preferred providers for hospital care if needed.
Downloads
Important: Local jurisdictions in Massachusetts may have additional posting requirements. Employers must contact their local jurisdiction for specifics.
Federal Workplace Posters
Additionally, Massachusetts employers must display the following federally required posters, which can be downloaded here.
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Private employers, state and local governments, and educational institutions |
Federal Contractors |
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Employee Polygraph Protection Act (EPPA) |
Employee Rights on Government Contracts |
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Employee Rights for Workers with Disabilities/Special Minimum Wage |
Workers Rights Under Davis-Bacon Act |
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E-Verify Participation |
Employee Rights Under the National Labor Relations Act |
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E-Verify Right to Work |
Pay Transparency for Nondiscrimination Provision |
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Fair Labor Standards Act (FLSA) |
Your Rights Under the Energy Reorganization Act |
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Family and Medical Leave Act (FMLA) |
Workers Rights Under Executive Order 13658 |
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Job Safety and Health: It's the Law Workplace |
Workers Rights Under Executive Order 13706 |
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Know Your Rights |
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Your Rights Under USERRA |
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Agricultural employers and farm labor contractors:
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