Large employers often have complex posting compliance needs based on their unique workforce compositions and operational footprints. How do North America’s largest employers keep their locations up to date with labor law posting requirements?
Of the 98 percent of large employers* who outsource their poster compliance programs to a labor law poster vendor, the majority favor compliance certainty, according to a recent survey of more than 2,200 of North America’s largest employers.
Eighty-four percent of the surveyed employers who outsource posting compliance use a subscription-based poster compliance program that automatically provides the latest employment law postings. These employers cited automatic update programs as providing their companies:
- Efficiency. The vendor performs research of hundreds of government agencies, which efficiently scales across their customer base, thus making customers’ human resources and legal department resources available for other projects.
- Convenience. Subscribed locations automatically receive posting updates from the vendor without the need for internal resources to “micromanage” the process.
- Compliance Certainty / Risk Reduction. Posting compliance is often guaranteed by the vendor who will absorb some (or all) posting violation fines.
Printed Posters Still Trump Electronic Formats
Although some employers reported using a combination of printed and electronic labor law posters, a majority (82 percent) use the traditional printed format compared to only 18% reported using electronic or intranet versions of workplace postings.
Customized and Tailored Compliance Products Picking Up Steam
Large employers are asking for more customization of labor law posting compliance products.
Custom and Branded Posters
Among surveyed employers whose poster compliance vendors offer customized or tailored product, 41 percent reported using branded or custom posters. These posters include stand-alone policy document branded with the company logo or are incorporated with required labor law postings on an “all-on-one” poster format.
With customized posters, employers can include internal policy documents that they want displayed in centralized locations in addition to the state, federal, and city postings required for display by government agencies.
Branded Shipment Memos and Tube Labels
Companies are using their own branding to help communicate the importance of labor law postings to employees and applicants.
- 36 percent of companies reported using shipping memos (memos that arrive with workplace poster shipments) that are branded with their own logos and that contain a message created by them (as opposed to a generic message from the vendor).
- 23 percent of the companies reported using branded mailing labels on the poster shipments with their companies’ logos and tailored message.
By creating branded shipping labels and branded shipment memos, location managers quickly understand that the poster delivery is “headquarters-approved”. This reduces the amount of posters returned by locations, which in turn reduces vendor restock/reship fees.
Need Help Outsourcing Labor Law Posting Compliance?
Check out our 5 Steps for Outsourcing Labor Law Poster Compliance page for free resources to make sure your outsourced labor law poster compliance program delivers the compliance, efficiency, and cost savings that large employers expect.
*Survey Methodology – What is a “Large” Employer?
The surveyed employers had an average of 6,800 employees and an average of 450 physical locations across multiple states in the U.S. They include members of the Fortune 1000, top 100 retailers, and even the world’s largest private employer, among others. Their employees account for approximately 10 percent of the U.S. workforce.
