DISCRIMINATION is against the law. EMPLOYEE RIGHTS you ee ha you have been d sc m na ed aga ns v s ou webs e o con ac us UNDER THE FAIR LABOR STANDARDS ACT Human Rights Bureau 1596 Pacheco S ee San a Fe NM 87505 O ce 505 827-6838 • To - ree 800 566-9471 • FEDERAL MINIMUM WAGE Fax 505 827-6878 $7.25 NEW MEX CO HUMAN RIGHTS ACT THE UNITED ED STAT ST TA ATES D DEPARTMENT PA TMENT OF LABOR WAGE WAGE A AND HOUR H DIVISION LEAVE ENTITLEMENTS Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons: • The birth of a child or placement of a child for adoption or foster care; • To bond with a child (leave must be taken within 1 year of the child’s birth or placement); • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; • For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job; • For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies. • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite. *Special “hours of service” requirements apply to airline flight crew employees. BENEFITS & PROTECTIONS REQUESTING LEAVE While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA. ELIGIBILITY REQUIREMENTS An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. • Have worked for the employer for at least 12 months; • Have at least 1,250 hours of service in the 12 months before taking leave;* and Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required. EMPLOYER RESPONSIBILITIES The Human R gh s Bureau en orces he prov s ons o he Human R gh s Ac o 1969 Add ona y he Human R gh s Bureau has a work-shar ng agreemen w h he Equa Emp oymen Oppor un y Comm ss on (EEOC) o en orce he prov s ons o edera aw under T e V o he C v R gh s Ac o 1964 he Age D scr m na on n Emp oymen Ac o 1967 (ADEA) and he Amer cans w h D sab es Ac o 1990 (ADA) a as amended Proh b ed d scr m na ory bases nc ude Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility. • • • • • • Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave. ENFORCEMENT Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. Race Co or Na ona Or g n Ances ry Sex Age • • • • • Phys ca or Men a D sab y or Ser ous Med ca Cond on Sexua Or en a on Gender den y Spousa A a on Re g on Sexua harassmen and harassmen based on o her pro ec ed ca egor es s proh b ed by he Ac PER HOUR BEG NN NG JULY 24 2009 The aw equ es emp oye s o d sp ay h s pos e whe e emp oyees can ead y see OVERT ME PAY A ea CH LD LABOR An emp o ee mu be a ea 16 ea o d o wo n mo non a m ob and a ea 18 o wo n non a m ob de a ed ha a dou b he Se e a o Labo You h 14 and 15 ea o d ma wo ou de hoo hou n a ou non manu a u ng non m n ng non ha a dou ob w h e a n wo hou e on D e en u e app n ag u u a emp o men T P CRED T Emp o e o pped emp o ee who mee e a n ond on ma a m a pa a wage ed ba ed on p e e ed b he emp o ee Emp o e mu pa pped emp o ee a a h wage o a ea $2 13 pe hou he a m a p ed aga n he m n mum wage ob ga on an emp o ee p omb ned w h he emp o e a h wage o a ea $2 13 pe hou do no equa he m n mum hou wage he emp o e mu ma e up he d e en e NURS NG MOTHERS The FLSA equ e emp o e o p o de ea onab e b ea me o a nu ng mo he emp o ee who ub e o he FLSA o e me equ emen n o de o he emp o ee o e p e b ea m o he nu ng h d o one ea a e he h d b h ea h me u h emp o ee ha a need o e p e b ea m Emp o e a e a o equ ed o p o de a p a e o he han a ba h oom ha h e ded om ew and ee om n u on om owo e and he pub wh h ma be u ed b he emp o ee o e p e b ea m 1½ me he egu a a e o pa o a hou wo ed o e 40 n a wo wee be a e ed o ea h h d abo o a on ha e u n he dea h o e ou n u o an m no emp o ee and u h a e men ma be doub ed when he o a on a e de e m ned o be w u o epea ed The aw a o p oh b e a a ng aga n o d ha g ng wo e who e a omp a n o pa pa e n an p o eed ng unde he FLSA Ce a n o upa on and e ab hmen a e e emp om he m n mum wage and o o e me pa p o on Spe a p o on app o wo e n Ame an Samoa he Commonwea h o he No he n Ma ana and and he Commonwea h o Pue o R o Some a e aw p o de g ea e emp o ee p o e on emp o e mu omp w h bo h Some emp o e n o e a wo e a ndependen on a o when he a e a ua emp o ee unde he FLSA mpo an o now he d e en e be ween he wo be au e emp o ee un e e emp a e en ed o he FLSA m n mum wage and o e me pa p o e on and o e a ed ndependen on a o a e no Ce a n u me uden uden ea ne app en e and wo e w h d ab e ma be pa d e han he m n mum wage unde pe a e ae ued b he Depa men o Labo ADD T ONAL NFORMAT ON ENFORCEMENT The Depa men ha au ho o e o e ba wage and an equa amoun n qu da ed damage n n an e o m n mum wage o e me and o he o a on The Depa men ma ga e and o e ommend m na p o e u on Emp o e ma be a e ed mone pena e o ea h w u o epea ed o a on o he m n mum wage o o e me pa p o on o he aw C mone pena e ma a o be a e ed o o a on o he FLSA h d abo p o on He gh ened mone pena e ma The Human R gh s Ac proh b s d scr m na on n he areas o emp oymen hous ng cred and pub c accommoda ons and proh b s re a a on or comp a n ng abou d scr m na on n any o hese areas 2345 378 9:;< 8 > ? :7 &' )* + , )+ *)-,. /)' 0 ))) +, ., )1+ ,30. you ee you have been d scr m na ed aga ns con ac he Human R gh s Bureau by phone or ou a comp a n orm on ne a www.dws.state.nm.us EMPLOYEE RIGHTS The New Mex co Depar men o Work orce So u ons Human R gh s Bureau nves ga es comp a n s o d scr m na on and harassmen n emp oymen hous ng cred and pub c accommoda ons EMPLOYEE POLYGRAPH PROTECTION ACT ENFORCEMENT The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for preemployment screening or during the course of employment. Comp a n s mus be ed w h he Human R gh s Bureau w h n 300 days o he as ac o d scr m na on or harassmen Ref.: 29 USC, Ch. 28, Sec. 2619 WH1420 REV 04/16 For ass s ance n ng a comp a n or or any o her n orma on on he Human R gh s Ac p ease ca (800) 566-9471 ( o - ree) or (505) 827-6838 or v s our webs e a PROH B T ONS Emp oye s a e gene a y p oh b ed om equ ng o eques ng any emp oyee o ob app can o ake a e de ec o es and om d scha g ng d sc p n ng o d sc m na ng aga ns an emp oyee o p ospec ve emp oyee o e us ng o ake a es o o exe c s ng o he gh s unde he Ac EXEMPT ONS Fede a S a e and oca gove nmen s a e no a ec ed by he aw A so he aw does no app y o es s g ven by he Fede a Gove nmen o ce a n p va e nd v dua s engaged n na ona secu y e a ed ac v es www.dws.state.nm.us Rev 12 2015 LA LEY DE DERECHOS HUMANOS DE NUEVO MÉXICO NEW MEXICO JOB HEALTH AND SAFETY POSTER You Have a Right to a Safe and Healthful Workplace IT’S THE LAW! Employees: • You have the right to notify your employer or OSHA about workplace hazards. You may ask OSHA to keep your name confidential. • You have the right to request a New Mexico OSHA inspection if you believe that there are unsafe or unhealthful conditions in your workplace. You or your representative may participate in the inspection. • You can file a complaint with New Mexico OSHA within 30 days of discrimination by your employer for making safety and health complaints or for exercising your rights under the New Mexico Occupational Health and Safety Act. • You have a right to see OSHA citations issued to your employer. Your employer must post the citations at or near the place of the alleged violation. • Your employer must correct workplace hazards by the date indicated on the citation and must certify that these hazards have been reduced or eliminated. • You have the right to copies of your medical records or records of your exposure to toxic and harmful substances or conditions. • Your employer must post this notice in your workplace. • You must comply with all OSHA standards issued under the OSH Act that apply to your own actions and conduct on the job. Site Address / La Dirección a la Agencia: 525 Camino de los Marquez, Ste. 3 Santa Fe, NM 87505 Mailing Address / Dirección de Envío: PO Box 5469 Santa Fe, NM 87502-5469 Telephone No./Numero de Teléfono: 505-476-8700 or 1-877-610-6742 Employers: • Employers must furnish your employees a place of employment free from recognized hazards. • Employers must comply with the OSHA standards issued under the OSHA Act. Fax Number/Número de Facsímil: 505-476-8734 The Occupational Safety and Health Act of 1970 (OSH Act). P.L. 91-956, 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 OSHA Act. The rights listed here may vary depending on the particular circumstances. To file a complaint, report an emergency, or seek free OSHA advice and assistance, call 1-877-610-6742 or (505) 476-8700. Our fax number is (505) 476-8734. For information or assistance relative to the State Occupational Health & Safety program, please refer to address to the left side of poster. The Federal Occupational Safety and Health Administration monitors the operation of the state program to assure its continued effectiveness. Anyone wishing to register a complaint concerning the administration of the New Mexico Occupational Health and Safety Program may do so by contacting U.S. Department of Labor, Occupational Safety and Health Administration, 525 Griffin Street, Room 602, Dallas, Texas 75202 at (972) 850-4145. SALUD DE TRABAJO Y CARTEL DE SEGURIDAD E Bu ó de De echos Humanos mpone as p ov s ones de a Ley de De echos Humanos de 1969 Ad c ona men e e Bu ó de De echos Humanos ene un acue do de epa o de aba o con a Com s ón de gua dad de Opo un dades en e Emp eo Equa Emp oymen Oppo un y Comm ss on EEOC pa a hace cump as p ov s ones de a ey ede a ba o e T u o V de a Ley de De echos C v es de 1964 C v R gh s Ac a Ley de D sc m nac ón po Edad en e Emp eo de 1967 Age D sc m na on n Emp oymen Ac ADEA y a Ley de Ame canos con D scapac dades de 1990 Ame cans w h D sab es Ac ADA odas según enmendadas Las bases d sc m na o as p oh b das nc uyen • • • • • • Raza Co o O gen Nac ona Ascendenc a Sexo Edad • • • • • La Administración de Salud y Seguridad Ocupacional Federal supervisa la operación del programa estatal para asegurar su eficacia continuada. Alguien deseando registrar una queja acerca de la administración de OSHA por parte del Estado, puede hacer así por ponerse en contacto New Mexico Environment Department, Occupational Safety and Health Administration, 525 Griffin Street, Room 602, Dallas, Texas 75202, número de teléfono (972) 850-4145. NM OSHA R022607 MMP The Best Resource for Health and Safety El Mejor Recurso para la Salud y Seguridad D scapac dad Men a o F s ca o Cond c ones Méd cas G aves O en ac ón Sexua den cac ón de Géne o A ac ón Nupc a Re g ón S us ed s en e que ha s do d sc m nado comun quese con e Bu ó de De echos Humanos po e é ono o comp e e e o mu a o de que as po n e ne en www.dws.state.nm.us $7.50 Las que as deben se p esen adas a Bu ó de De echos Humanos den o de 300 d as de que ocu ó e ú mo ac o de d sc m nac ón o acoso www.dws.state.nm.us Buró de Derechos Humanos 1596 Pacheco S ee San a Fe NM 87505 O c na 505 827-6838 • L nea Gratu ta 800 566-9471 • Fax 505 827-6878 DISCRIMINACIÓN es contra la ley. TATE TEMPORARY STATE TEM PORARY S SAVING PREEMPTION; PR EEMPTION; SAVING CL AUSE CLAUSE S s en e que ha s do d sc m nado v s e nues a pág na po n e ne o póngase en con ac o con noso os Re STATE AND FEDERAL LABOR LAW employer w $ A who violates any off the provisions off the guilty off a misdemeanor $ An n employer ho v iolates an yo the p rovisions o the Minimum Minimum Wage Wage Act Act iiss g uilty o misdemeanor and and upon upon conviction shall shall be be sentenced sentenced pursuant pursuant to to the the provisions provisions of of Section Section 31 -19-1 NM SA 1978. 1978. conviction 31-19-1 NMSA B. The director and prosecute prosecute B. T he d irector of of the solutions department department shall shall enforce enforce and the labor labor relations relations division division of of the the workforce workforce solutions violations Wage Act. Act. vi olations of the the Minimum Minimum Wage & & In In addition addition to to penalties provided pursuant pursuant to to this this section, section, an employer employer who who violates violates any any provision provision of of Section Section 5050penalties provided 4-22 employees affected amount off their unpaid or underpaid underpaid minimum shall be be liable liable to to the the e mployees a ffected iin n tthe he a mount o their u npaid or minimum 4-22 NMSA NMSA 1978 1978 shall wages 50-4-26. and in in an an additional twice the the unpaid unpaid or wages plus plus interest, interest, and or underpaid underpaid wages. wages. 50-4-26. additional amount amount equal equal to to twice ENFORCEMENT; ENFORCEMENT; PENALTIES; EMPLOYEES’ PENALTIES; E MPLOYEES’ REMEDIES REMEDIES It is 1978] an employer orr a any other 978] for for a ne person to to discharge, discharge, the Minimum Minimum Wage Wage Act Act [50-4-20 [50-4-20 NMSA NMSA 1 is a violation violation of of the mployer o ny o ther person demote, of to or or in in any any other demote, deny deny promotion promotion to other way way discriminate discriminate against against a person person in in the the terms terms or or conditions conditions of employment person asserting claim pursuant Minimum Wage Act orr a assisting in retaliation retaliation ffor he p erson a sserting a c laim or ct o ssisting employment in or tthe or rright ight p ursuan nt tto o tthe he M inimum W age A another person orr other provided by another p erson to to do do so so or or for for informing informing another another person person about about employment employment rrights ights o other rrights ights p rovided b y llaw. aw. 50-4-26.1 50-4-26.1 RETALIATION RETALIATION PROHIBITED PROHIBITED The full fu ull version vers ion of of the the New New Mexico The Mexico Minimum M inimum W Wage age A Act ct iiss a available vailable a att www.dws.state.nm.us www.dws.state.nm. us Solutions, Labor Labor Relations Relations Division Divis ion a Any VIOLATIONS anonymously New Mexico Workfor o ce Solutions, at: t: OLATIONS can be rreported eported a nonymous ly tto o tthe he N ew M exico Department Department of of Workforce Any ssuspected uspected VI E, Suite Suite 3000, Albuquerque, Albuquerque, NM NM 87102 (505) (505) 8414400 Albuquerque Tijeras NE, 841-4400 Albuquerque Office Offfiice 121 T ijeras N outh A lameda B lvd, L as Cruces, Cruces, NM NM 88005 (575) (575) 5246195 Las Cruces Office South Alameda Blvd, Las 524-6195 Las C ruces O fffiice 226 S Santa F eO ffice 1596 P acheco Street, Street, Suite Suite 201, Santa Santa Fe, Fe, NM NM 87501 (505) (505) 8276817 Santa Fe Office Pacheco 827-6817 AVISO AVISO O OFICIAL FICIAL de Salario Salario Mínimo Mínimo Ley de vo México México de Nue Nuevo AP Partir artir d del el 1 de de Enero, Enero, 2009 ❏ SUNDAY $7.50 PAY SCHEDULE IS: ❏ WEEKLY ❏ SEMI MONTHLY ❏ BIWEEKLY ❏ MONTHLY ❏ _____________ ANTICIPACIÓN ESTATAL ANTICIPACIÓN ESTATAL TEMPOR RA AL; CLAUSULA CLAUSULA TEMPORAL; PREVENTIVA PREVENTIVA ee nero de evé un Una ordenanza, ya aplicación directa, efecto el 1 d de enero a ssea ea rrecomendada ecomendada o de a p cac ón d rec a en ef fe ec o e del 2 2007, 007 que qu ue pr prevé Un a ley ey local oca u o rdenanza y n mo co n nuará e np fec o ha saq ue salario mínimo máss a alto que el e establecido Ley de Salario Mínimo continuará en pleno vigor efecto hasta que eno v gor y e sa ar o m n mo má o qu ee s ab ec do en la aL ey d eS a ar o M sea se a rrevocada. evocada 50-4-22.1. 50-4-22 1 EMPLEADORES EX ENTOS EMPLEADORES EXENTOS LAS PROVISIONES PROVISIONES D E DE LAS DE PARA HORAS E XTR RA AS PARA HORAS EXTRAS CIERTOS E MPLEADOS CIERTOS EMPLEADOS exen o de de las as A. de e los ded cados a la a desmotadora desmo adora de de algodón a godón para para el e mercado, mercado está es á exento A Un empleador emp eador d os trabajadores raba adores dedicados s cada cada trabajador raba ador provisiones horas 1978 pr ov s ones ssobre obre ho ras extras ex ras establecidas es ab ec das en en la a subsección subsecc ón D de la a Sección Secc ón 50-4-22 50-4-22 NMSA NMSA 1 978 si es em empleado por p eado p or un un periodo per odo de de no no más más de de catorce ca orce semanas semanas en el e agregado agregado d de eu un na año ño c civil. v ed cados a la a ag r cu ura es á ex en o d e las as p rov s ones ssobre obre h oras ex ras B. U Un empleador de dedicados agricultura está exento de provisiones horas extras B ne raba adores d mp eador d e trabajadores e la aS ecc ón 50 -4-22 NM SA 1 978 establecidas en de Sección 50-4-22 NMSA 1978. e s ab ec das e n la a ssubsección ubsecc ón D d C mp eador es Sección á ex en o d e las as pr ov s ones so bre h oras e aS ecc ón 50-450-4x ras es ab ec das e n la a ssubsección ubsecc ón D de la C. Un e empleador está exento de provisiones sobre horas extras establecidas en NMSA 1978 exceso de cuarenta son: por horas trabajadas raba ba adas en ex n ((1) 1) trabajadas raba adas p horas en en una una semana semana de siete s e e días, d as so or 22 NM SA 1 978 ssi las as horas ceso d ec uaren a horas oporc ona transporte ranspor e aéreo 2) no es es requerido requer do por por el e empleado una compañía aérea que proporciona un e mp eado de u n na c ompañ a a érea q u ue pr aéreo regular regu ar de de pasajeros, pasa eros ((2) ravés d eu n ac uerdo v o un ar o entre dispuesto de un acuerdo voluntario en re los os empleados emp eados a intercambiar n ercamb ar turnos de trabajo raba o empleador, em p eador y ((3) 3) d spues o a través urnos de programados. 50-4-24. pr ogramados 50 -4-24 PAYCHECKS ARE ISSUED ON THE: _________ AND _________ OF THE MONTH Employer’s Insurer / Claims Representative: Name:____________________________________________ Phone #: _________________________________________ Address: _________________________________________ aL ey d eS a ar o M n mo [[50-4-20 50-4-20 N un resumen resumen de la a misma, m sma Cada empleador Ley de Salario Mínimo NMSA 1978] debe mantener Ca da e mp eador ssujeto u e o a la MSA 1 978] de be m an ener un om sar o d e labor abor [d rec or d e la ad v s ón laboral abora e industrial] ndus r a ] ssin nc cargo, argo p publicado ub cado e en nu un n lugar suministrada por el c comisario de [director de división ugar su m n s rada p or e e local oca d onde c ua qu er p ersona ssujeta u e a a la visible en alrededor del donde cualquier persona Ley de Salario Mínimo emplea, el rresumen esumen v sbee noa rededor d aL ey d eS a ar o M n mo sse ee mp ea y e deberá clara visiblemente establecer el ssalario mínimo actual. 50-4-25. de berá c ara y v s b emen e e s ab ecer e a ar o m n mo a c ua 50 -4-25 PUBLICACIÓN PU BLICACIÓN DEL DEL RESUMEN LEY RE SUMEN DE DE LA LA L EY AT: _________________________________ A. Un e empleador que cualquiera de provisiones de Ley de Salario ua qu era d e las as p rov s ones d eu nd e od e A mp eador q ue infrinja nfr n a c e la aL ey d eS a ar o M Mínimo n mo e ess c culpable u pab e d de un delito de ue ssea ea c onv c o sserá erá ssentenciado en enc ado c onforme a las as p rov s ones d e la a Se cc ón 3 1-19-1 N MSA 1 978 menor cuantía ya que convicto conforme provisiones de Sección 31-19-1 NMSA 1978. me nor c uan a y y aq B rec or de la ad v s ón de rrelaciones e ac ones laborales abora es de par amen o de so uc ones de ffuerzas u uerzas laborales abora es impondrá mpondrá e el B. E El d director división del de departamento soluciones cu mp m en o y p o ac ones de la a Le yd eS a ar o M n mo cumplimiento proseguirá violaciones Ley de Salario Mínimo. rosegu rá v C. Ad Además de previstas en virtud de esta sección, un empleador que de las as provisiones prov s ones de de ne mp eador q ue infrinja nfr n a alguna a guna de C emás d e las as ssanciones anc ones p rev s as e nv r ud d ee s a se cc ón u la Sección NMSA 1978 porr la a ssuma uma de los os salarios sa ar os m n mos aS ecc ón 50-4-22 50-4-22 N MSA 1 978 será será rresponsable esponsab e ffrente ren e a los os empleados emp eados afectados afec ados po mínimos d c ona igual gua a ob e d e los os ssalarios a ar os n op agados o gados m ás los os intereses, n ereses y en u na ca n dad a no p agados o m a pa pagados mal pagados, más una cantidad adicional al d doble de no pagados ma agados 50 -4-26 mal p pagados. 50-4-26. APLICACIÓN; APLICACIÓN; SANCIONES; SANCIONES; RECURSOS RECURSOS PA RA E MPLEADOS PARA EMPLEADOS TIME: _______________________________ Note: Employer must fill in this insurer / claims representative information. SUS DERECHOS Si se lastima en el trabajo: Your employer / insurer must pay all reasonable and necessary medical costs. Su empleador / asegurador debe de pagar por los gastos médicos necesarios y razonables. You may or may not have the right to choose your health care provider. If your employer / insurer has not given you written instructions about who chooses first, call an ombudsman. In an emergency, get emergency medical care first. Es posible que usted tenga, o no tenga, el derecho de escoger el proveedor de servicios para la salud. Si su empleador / asegurador no le ha dado instrucciones por escrito de quien es él que selecciona primero, pregúntele o llame a un ombudsman. En una emergencia, obtenga asistencia médica de emergencia primero. POLICE: ____________________________________ Si usted está fuera del trabajo por más de siete días, su empleador/asegurador debe de hacerle un pago compensatorio de prestaciones para compensar parcialmente la pérdida de su salario. HOSPITAL: __________________________________ If you are off work for more than seven days, your employer / insurer must pay wage benefits to partially offset your lost wages. If you suffer “permanent impairment,” you may have the right to receive partial wage benefits for a longer period of time. Si usted sufre “daño permanente,” usted puede tener el derecho a recibir prestaciones parciales de salario por un periodo de tiempo más largo. Las Cruces: 1-800-870-6826 1-575-524-6246 Las Vegas: 1-800-281-7889 1-505-454-9251 Lovington: 1-800-934-2450 1-575-396-3437 Roswell: 1-866-311-8587 1-575-623-3997 Ask for an Ombudsman S i Usted Necesita Ayuda Llame Al: Pregunte por un Ombudsman 1 - 8 6 6 - W O R K O M P (1-866-967-5667) Visit our website at: www.workerscomp.state.nm.us For Notice of Accident Forms call: 1-866-967-5667 USE A NOTICE OF ACCIDENT FORM TO REPORT YOUR ACCIDENT TO YOUR SUPERVISOR EMPLOYER: You are required by law to post this poster where your employees can read it and to post Notice of Accident forms with it. This poster without Notice of Accident forms does not comply with law. You have other rights and duties under the law. POST FORMS HERE O CALL 911 This poster published 3/15/07. It remains valid until reissued and supersedes all prior versions except 3/15/03. La v versión e s ón e en Español del resumen Ley Salario Mínimo n mo es ssólo ó o pa para a fines nes informativos. n o ma vos C Cualquier decisión ante será á nE spaño de es umen de la aL ey de S aa oM ua qu e de c s ón legal ega a n e un tribunal buna de justicia us c a se basada versión en Ley Salario Mínimo Nuevo México. ba sada en la av e s ón e n Inglés ng és de la aL ey de S aa oM n mo de N uevo M éx co aa oM n mo de N uevo M éx c o e sád spon b e e L av e s ón c omp e a de la aL ey de S nw ww dws s a e nm us La versión completa Ley Salario Mínimo Nuevo México está disponible en www.dws.state.nm.us A guna ssospecha ospecha de V M é x co Labo a es de Nuevo Nuevo México, Alguna VIOLACIÓN OLAC ÓN de la epo ada de m manera ane a a anónima nón ma al a Depa Departamento amen o de Soluciones So uc ones de Fuerzas Fue zas Laborales a ley ey puede puede ser se reportada División Relaciones Laborales en: D v s ón de R e ac ones L ab o a es e n c na de A buque que 121 T e as N E S u e 3000 buque que N M 87102 (505) 505 8 41 4400 Oficina Albuquerque: Tijeras NE, Suite 3000, A Albuquerque, NM 841-4400 O O c na de L as C uces 226 S ou h A ameda B vd L as C uces N M 88005 (575) 575 524 6195 Oficina Las Cruces: South Alameda Blvd. Las Cruces, NM 524-6195 O c na de S an a F e 1596 P acheco S ee S u e 201 an a F e N M 87501 (505) 505 827 681 Oficina Santa Fe: Pacheco Street, Suite 201, S Santa Fe, NM 827-681 AMBULANCE: ______________________________ PHYSICIAN: ________________________________ Ref.: NMSA Sec. 50-4-25 FIRE DEPARTMENT: __________________________ Equa Emp oyment Opportunity is THE L AW POISON CONTROL: __________________________ App OSHA: ____________________________________ Santa Fe: 1-505-476-7381 If You Need HELP Call: PAY DAY NOTICE Attention New Mexico Employers PAY DAY IS ON: ❏ MONDAY ❏ TUESDAY ❏ WEDNESDAY ❏ THURSDAY ❏ FRIDAY ❏ SATURDAY ❏ SUNDAY Re: Unemployment poster PAY SCHEDULE IS: ❏ WEEKLY ❏ SEMI MONTHLY It s your respons b ty as a New Mex co emp oyer to post ❏ BIWEEKLY ❏ MONTHLY the mandatory Unemp oyment poster. Th s poster s ssued ❏ _____________ at the t me of n t a UI tax reg strat on. For more nformat on, p ease the New Mex co Department of PAYCHECKS ARE ca ISSUED ON THE: Workforce So ut AND ons, ___________ Unemp oyment Customer ___________ OFInsurance THE MONTH Serv ce L ne at 1-877-664-6984 (Opt on 3). AT:_______________________________________ TIME:_____________________________________ Ref.: NMSA Sec. 52-1-29 P mp n o nd mp o S nd o mo p o n on Compliance Poster Company™ G nm n du n n u n mp m n Ag n nd b O g n mp o nd o o nm n du on n u on mp o m n n po d und F d w om d m n on on h o ow n b n nd bo RAC CO OR R G ON S X NA ONA OR G N T V o h C R h A o 1964 m nd d p o pp n nd mp o om d m n on n h n p omo on d h p n bn ob nn on nd o h p o mp o m n on h b o oo on n ud n p n n o n on o n R ou d m n on n ud n o on b ommod n mp o ou p wh h ommod on do no mpo undu h d h p D SAB Y T nd T d b nh d m n on w h d b V o h Am n w hD b A o 1990 m nd d p o qu d nd du om d m n on on h b o n p omo on d h p n bn ob nn on nd o h p o mp o m n D b n ud no m n on b ommod on o h nown ph o mn m on o n o h w qu d nd du who n pp n o mp o b n undu h d h p AG Th A D m n on n Emp o m n A o 1967 m nd d p o pp n d m n on b d on n h n p omo on d h p n bn ob mp o m n S X WAG S n dd on o d m n on p oh b d b T V o h C R h A d m n on n h p m n o w o wom n nd m n p o m n ub pon b und m wo n ond on n h m b hm n G N CS T o h n o m on o n o m on m md Gn nom n h n p omo mp o qu bou n h o nd R A A ON A o h Fd d m n on p o nd mp o nn 40 on o o od nd o h om p o m nd d h Equ P A o 1963 m nd d p oh b n qu wo n ob h qu qu o nd on Nond m n on A o 2008 p o pp n nd mp o om d m n on b d on n on d h p n bn ob nn on nd o h p o mp o m n G NA on o n n o m on nd m d ou o n n o m on G n n o m on n ud o pp n mp o o h m m mb h m n on o d o d od n m m mb qu o o p o n b pp n mp o o h m m mb w p oh b o d n d n o o h w oppo om n n p n un w u mp o m n p on who h o d m n on p p n WHA O DO YOU B V D SCR M NA ON HAS OCCURR D m m o n h o mp o m n d m n on To p h b o EEOC o on ou b h nd o Th po ou h o p w u hou d ou u m n d o ou hou d on EEOC p omp wh n d m n on u p d Th U S Equ Emp o m n Oppo un Comm on EEOC 1 800 669 4000 o o 1 800 669 6820 o TTY numb o nd du w h h n mp m n EEOC d o n o m on b www o o o n mo phon d o n h US Go nm n o F d Go nm n on Add on n o m on bou EEOC n ud n n o m on bou h n b www o o EEOC 9 02 n OFCCP 8 08 V COPYRIGHT 1998© COMPLIANCE POSTER COMPANY™. ALL RIGHTS RESERVED. o ac ón d e la MSA 1 978] que u ne mp eador o c ua qu er o ra pe rsona aL ey d eS a ar o M n mo [[50-4-20 50-4-20 N Es u na v una violación de Ley de Salario Mínimo NMSA 1978] un empleador cualquier otra persona de sp da de grade n nera d scr m ne a u na p ersona e n los os términos érm nos o egue la a pr omoc ón o de c ua qu er o ra ma promoción cualquier otra manera discrimine una persona en despida, degrade, niegue cond c ones de de empleo emp eo e con haya a f rmado una un na demanda demanda o derecho, confforme con n rrepresalia epresa a de spués de que la a pe rsona haya derecho conforme condiciones en después persona afirmado a Ley Ley de de Salario Sa ar o Mínimo M n mo o p ra p ersona a hacerlo hacer o o p ra p ersona a cerca d e los os d erechos or a yu y udar a o por or informar nformar a o otra persona acerca de derechos la por ayudar otra persona abora es y o ros d erechos p rev s os e n la a ley. ey 50 -4-26 laborales otros derechos previstos en 50-4-26. PR OHIBIDO TOMAR TOMAR PROHIBIDO RE PRESALIAS REPRESALIAS EMERGENCY NUMBERS If you are injured in a work-related accident: porr hora hora ($6 50) por por hora. hora A debe pagar A. e salario sa ar o mínimo m n mo de A Un empleador emp eador debe pagar a un un empleado emp eado el de seis se s dólares dó ares cincuenta c ncuen a centavos cen avos ($6.50) cen avos ($7.50) ($7 50) par r del de 1 de enero enero del sa ar o mínimo m n mo de de siete s e e dólares dó ares cincuenta c ncuen a centavos partir debe pagar pagar un un salario de 2009, 2009 un empleador emp eador debe por hora. hora por que se se dedica ded ca a la a B Un empleador emp eador que que provee sum n s ros o vivienda v v enda a un empleado emp eado que provee alimentos, a men os sservicios erv c os públicos, púb cos suministros B. e debe debe al a agr cu ura puede puede deducir deduc r el e valor va or razonable razonab e de de dichos d chos elementos e emen os proporcionados proporc onados del de sueldo sue do que que se le agricultura emp eado empleado. prop nas deberá deberá C C. Un e empleado mp eado q que ue habitualmente hab ua men e y rregularmente máss de egu armen e rrecibe ec be má de treinta re n a dólares dó ares ($ ($ 30.00) 30 00) al a mes mes en propinas serr pa pagado mínimo doss dó dólares centavos se gado un ssalario a ar o m n mo de do ares trece rece ce n avos ($ 2.13) 2 13) por por hora. hora o sserá más de de cuarenta cuaren a h semana de de siete seed as a enos q ue se le e D. Un e empleado no horas una D mp eado n erá rrequerido equer do trabajar raba ar más oras en en u na semana días, al m menos que pa gue a un a tarifa ar fa de un a ho ra y m ed a de su sa ar o rregular egu ar po odas las as h oras trabajadas raba adas e ne xceso d ec uaren a h oras pague una una hora media salario porr todas horas en exceso de cuarenta horas. 50 -4-22 50-4-22. SALARIOS SALARIOS MÍNIMOS MÍNIMOS ❏ THURSDAY 3) Información acerca de Reclamaciones. -- Contáctese con el representante de reclamaciones de su compañía. New Mexico Workers’ Compensation Administration 2410 Centre Avenue, Albuquerque, New Mexico 87106 P.O. Box 27198, Albuquerque, New Mexico 87125-7198 Every to the the Minimum Minimum Wage NMSA 1978] 1978] shall shall keep keep a summary summary of of it, it, furnished ffu urnished by Every employer employer subject subject to Wage Act Act [50-4-20 [50-4-20 NMSA by the division] without charge, posted conspicuous place the labor labor commissioner commissioner [director [director of of the the labor labor and and industrial industrial d onspicuous pl ace ivision] w ithout c harge, po sted iin nac on or any person Minimum Wage Act employed, and or about about the wherein a ny p erson ssubject ub bject tto nd tthe he ssummary ummary sshall hall the premises premises wherein o tthe he Mi nimum W age A ct iiss e mployed, a clearly and current minimum d conspicuously conspicuously sset clearly an et fforth orth tthe he cu rrent m inimum wage. wage. 50-4-25. 50-4-25. POSTING OF PO STING OF OF SUMMARY SUMMARY O F THE ACT THE A CT Salario Salario Mínimo Mínimo – Cada Cada e empleador mpleador deberá deberá p pagar agar g a cada cada e empleado mpleado salarios salarios no no menos menos de de lo lo siguiente: siguiente: ❏ WEDNESDAY Ombudsmen are located at the following offices: Albuquerque: Farmington: 1-800-255-7965 1-800-568-7310 1-505-841-6000 1-505-599-9746 A. An An employer for market, marrket, is is exempt exempt from from the A. off w workers the overtime overtime provisions provisions of of employer o orkers engaged engaged in in the the ginning ginning of of cotton cotton for Subsection 50-4-22 NMSA is employed employed for for a period period of of not not more more than than fourteen fourrtteen Subsection D of of Section Section 50 -4-22 NM SA 1978 1978 if if each each employee employee is weeks weeks iin n tthe he aggregate aggregate in in a calendar calendar year. year. the overtime overtime provisions provisions set set forth forth in % An An employer from the in Subsection Subsection D employer of of workers % workers engaged engaged in in agriculture agriculture is is exempt exempt from Section 50-4-22 50-4-22 NM of Section NMSA 1978. SA 1 978. C. employer the overtime overtime provisions provisions set C. A An ne exempt from from the set forth forth in in Subsection Subsection D of of Section Section 50-4-22 50-4-22 NMSA NMSA 1978 1978 if if mployer is is exempt the off fforty hours week off sseven days are: worked by an employee off a an air carrier in excess excess o orty h ays a re: ((1) 1) w orked b ya ne mployee o ours iin naw eek o even d na ir c arrier the hours hours worked worked in providing nott rrequired employer, and arranged he e mployer, a nd ((3) 3) a rranged tthrough equi u red by tthe passenger air air transportation, transportation, ((2) 2) no hrough a providing scheduled scheduled passenger voluntary among work ork sshifts. hifts. 50-4-24. mong employees employees tto o ttrade rade sscheduled cheduled w 50-4-24. voluntary agreement agreement a PAY DAY NOTICE ❏ SATURDAY YOUR RIGHTS A local local llaw aw o ordinance, whether orr ordinance, whether advisory advisory or or self-executing, self-executing, in in effect effect on on January January 1, 1, 2007 2007 that that provides for a higher provides for higher mi nimum wage wage rate rate than minimum Minimum than that that set set fforth orth iin Act shall shall continue continue in in full full force force and effect until until n tthe he M inimum Wage Wage Act and effect re pealed. 50-4-22.1. repealed. 50-4-22.1. NMSA Sec 28 1 14 ❏ TUESDAY 3) Claims information -- Contact your employer’s Claims Representative. perr hour pe h rate of of six six dollars dollars fifty fifty cents an hour. hour. As of of A. An employer employer shall shall pay pay an an employee employee the the minimum minimum wage wage rate cents ($6.50) ($6.50) an January cents ($7.50) ($7.50) an an hour. hour. 1, 2009, 2009, an an employer wage rate Ja nuary 1, employer shall shall pay pay the the minimum minimum wage rate of of seven seven dollars dollars fifty fifty cents employer supplies orr h housing an employee who engaged agriculture may utilities, su pplies o ousing tto oa ne mployee w ho iiss e ngaged iin na griculture m ay B. An e mployer furnishing furnishing food, food, utilities, deduct value of of such such furnished furnished items items from from any any wages wages due to to the the employee. employee. de duct the the reasonable reasonable value employee tips be more than than thirty thirrtty dollars C. An e mployee who who customarily dollars (($30.00) $30.00) a month month in in ti ps sshall hall b e customarily and and regularly regularly receives receives more paid pa id a minimum minimum u hourly ($2.13). hourly wage wage of of two two dollars dollars thirteen thirteen cents cents ($2.13). D. An employee forty hours hours in in any any week unless the employee shall shall not not be be required required to to work work more more than than forty week of of seven seven days, days, unless the employee employee is p paid one and one-half employee's hourly rate off p pay all hours worked excess off fo forty aid o ne a nd o ne-half times times tthe he e mployee's rregular egular ho urly ra te o ay for for a ll h ours w orked iin ne xcess o rty hours. ho urs. 50-4-22. 50-4-22. MI NIMUM W MINIMUM WAGES AGES Pa a ayuda en comp e a una que a o po cua qu e o a n o mac ón sob e a Ley de De echos Humanos po avo ame a 800 566 9471 g a u amen e o 505 827 6838 o v s e nues a pág na po n e ne en WORKERS’ COMPENSATION ACT 2) Usted tiene el derecho a información y ayuda contactándose con un especialista en información conocido como “Ombudsman” en la Administración para la Compensación a los Trabajadores. ; 999 ;< >< 9A; LSPN Effective E ffective Jan January uary 1, 2009 E Bu ó de De echos Humanos de Depa amen o de So uc ones de Fue za Labo a de Nuevo Méx co nves ga que as de d sc m nac ón y acoso en e emp eo a o am en o e acceso a c éd o y hospeda e púb co ❏ FRIDAY 2) You have the right to information and assistance from an information specialist known as an Ombudsman at the Workers’ Compensation Administration. BCDE CGH IJKL H N O JG FG IJ K L IK JIMLN OIG P M Minimum inimum Wage Wage - Every Every employer employer shall shall pay pay to to each each employee employee wages wages n not ot less less than than the the following: fo ollowing: CUMPLIMIENTO ❏ MONDAY 1) Aviso. -- En la mayoría de los casos usted debe de avisarle a su empleador del accidente dentro de los primeros 15 días usando las formas de Aviso de Accidente. THE LAW REQU RES EMPLOYERS TO D SPLAY TH S POSTER WHERE EMPLOYEES AND JOB APPL CANTS CAN READ LY SEE T FFICIAL N OTICE O OFFICIAL NOTICE Ne wM exico New Mexico Minimum W age A ct Minimum Wage Act La Ley de De echos Humanos p oh be a d sc m nac ón en as á eas de emp eo a o am en o e acceso a c éd o y hospeda e púb co y p oh be a ep esa a po que as en cua qu e a de es as á eas State of New Mexico Workers’ Compensation Administration 1) Notice -- In most cases you must tell your employer about the accident within 15 days, using the Notice of Accident Form. hey a e sub ec o nume ous s c eng h o he es Exam nees have a gh o a w en no ce be o e es ng and he gh no o have es esu s E acoso sexua y acoso basado en o as ca ego as p o eg das es án p oh b dos po a Ley PAY DAY IS ON: I f Yo u A r e I n j u r e d A t W o r k Si Se Lastima En El Tr abajo The Sec e a y o Labo may b ng cou ac ons o es a n v o a ons and assess c v pena es aga ns v o a o s Emp oyees o ob app can s may a so b ng he own cou ac ons The aw does no p eemp any p ov s on o any S a e o oca aw o any co ec ve ba ga n ng ag eemen wh ch s mo e es c ve w h espec o e de ec o es s ¡LO ESTABLECE LA LEY! La Ley de Seguridad y Salud Ocupacionales de 1970 (la Ley), P.L. 91-596, garantiza condiciones ocupacionales seguras y saludables para los hombres y las mujeres que desempeñen algún trabajo en todo el Estado de Nuevo México. La Administración de Seguridad y Salud Ocupacionales (OSHA), es la responsable principal de supervisar la Ley. Los derechos que se indican en este documento pueden variar según las circunstancias particulares. Para presentar un reclamo, informar sobre una emergencia o pedir consejos y asistencia gratis de la OSHA, llame 1-877-610-6742 or (505) 4768700. Número de facsímil - (505) 476-8734. ENFORCEMENT The Ac a so pe m s po yg aph es ng sub ec o es c ons o ce a n emp oyees o p va e ms who a e easonab y suspec ed o nvo vemen n a wo kp ace nc den he embezz emen e c ha esu ed n econom c oss o he emp oye EMPT EMPLOYERS EXEMPT EM PLOYERS EX FROM FR OM OVERTIME OVERTIME PROVISIONS PR OVISIONS FOR FOR CERTAIN CERTAIN EMPLOYEES EM PLOYEES Empleadores: • Usted debe proporcionar a sus empleados un lugar de empleo libre de peligros conocidos. • Usted debe cumplir con las normas de seguridad y salud ocupacionales expedidas conforme a la Ley OSH. Whe e po yg aph es s a e pe m ed s anda ds conce n ng he conduc and numbe o spec c gh s nc ud ng he he gh o e use o d scon nue a es d sc osed o unau ho zed pe sons The Ac pe m s po yg aph a k nd o e de ec o es s o be adm n s e ed n he p va e sec o sub ec o es c ons o ce a n p ospec ve emp oyees o secu y se v ce ms a mo ed ca a a m and gua d and o pha maceu ca manu ac u e s d s bu o s and d spense s Usted Tiene el Derecho a un Lugar de Trabajo Seguro y Saludable. Empleados: • Usted tiene el derecho de notificar a su empleador o a la OSHA sobre peligros en el lugar de trabajo. Usted también puede pedir que la OSHA no revele su nombre. • Usted tiene el derecho de pedir a la OSHA de Nuevo México que realize una inspección si usted piensa que en su trabajo existen condiciones peligrosas o poco saludables. Usted o su representante pueden participar en esa inspección. • Usted tiene 30 dias para presentar una queja ante la OSHA de Nuevo México si su empleador llega a tomar represalias o discriminar en su contra por haber denunciado la condición de seguridad o salud o por ejercer los derechos consagrados bajo la Ley OSH de Nuevo México. • Usted tiene el derecho de ver las citaciones enviadas por la OSHA a su empleador. Su empleador debe colocar las citaciones en el lugar donde se encontraron las supuestas infracciones o cerca de mismo. • Su empleador debe corregir los peligros en el lugar de trabajo para la fecha indicada en la citación y debe certificar que dichos peligros se hayan reducido o desaparecido. • Usted tiene derecho de recibir copias de su historial o registro médico y el registro de su exposición a sustancias o condiciones tóxicas o dañinas. • Su empleador debe colocar este aviso en su lugar de trabajo. • Usted debe cumplir con todas la normas de seguridad y salud ocupacionales expedidas conforme a la Ley OSH que sean aplicables a sus propias acciones y conducta en el trabajo. EXAM NEE R GHTS n U W 11 09 u App n mp H d ng d C n Sub n o omp n w h F d o nm n on o ub on d m n on on h o ow n b o nd mp o RAC CO OR R G ON S X NA ONA OR G N E u O d 11246 m nd d p oh b ob d m on o n u qu o oppo un n ND V DUA S W H D SAB S S on 503 o h R h b on A o 1973 h n p omo on d h p n bn d m n on n ud no m n on b w h d b who n pp n o mp o on o mp o nd d n n mp o m n qu m n on on h b o p o mp o m n m nd d p o ob nn ommod on o b n undu h d nd du oo po on d und F d o n on o w om n nd qu qu d nd du om d m n on on h b o d b n on nd o h p o mp o m n D b h nown ph o mn m on o n o h w qu d nd du d h p S on 503 o qu h Fd on o m w hd b o mp o m n n ud n h u D SAB D R C N Y S PARA D O H R PRO C D AND ARM D ORC S S RV C M DA V RANS n R du m n A n A o 1974 m nd d 38 U S C 4212 p oh b ob d m n on nd qu Th V n m E V m on o mp o nd d n n mp o m n d b d n n p d n w hn h o d h o om du oh po d n n who d du n w o n mp n o p d on o wh h mp n b d h b n u ho d nd A m d Fo md n n who wh on du p p d n US m op on o wh h n A m d Fo md w w dd R A A ON R on p oh b d d m n on und h An p on on who b mm d n Fd on p on who w o h o omp n o d d nond m n on p m n on o p m n n OFCCP p o on ob on und dn o oh w h u ho bo oppo hou d Th O o Fd Con Comp n P o m OFCCP U S D p m n o L bo 200 Con u on A nu N W W h n on D C 20210 1 800 397 6251 o o 202 693 1337 TTY OFCCP m o b on db m OFCCP Pub @do o o b n n OFCCP on o d o d n mo phon d o und U S Go nm n D p m n o L bo P g m A R ng RAC CO OR NA ONA OR G N S X n dd on o h p o on o T V o h C R h A o 1964 p oh b d m n on on h b o o o o n on o n n p o d m n on o db T V h p m ob o h n n d m n on u o m u d m n on n p o d n und p oh b mp o m n d m n on on h b o n du on p o d n n A n m nd d T V o h C R h A o 1964 m nd d m o n Fd n n n Emp o m n n p o on o mp o m n o wh mp o m n u hp o m T X o h Edu on Am ndm n o 1972 m o wh h Fd n n n ND V DUA S W H D SAB S S on 504 o h R h b on A o 1973 m nd d p oh b mp o m n d m n on on h b wh h Fd n n n D m n on p oh b d n p o mp o m n who w h o w hou on b ommod on n p o m h n un on o h ob ou b mm d ou h b n d on h Fd mn d n n po dn n po u h mo n n n mn u on wh h Fd n n o d b n n p o mo n p on w h d b n ou hou d EEOC P E 1 R TO REORDER CALL: 1-800-817-7678 WWW.COMPLIANCEPOSTER.COM 11 09 PRODUCT (NM) # 83731 LMR082016