Required Workplace Posters

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1 New York Department of Labor Required Workplace Posters Correction Law Poster The state of New York requires all employers to post a copy of Article 23-A conspicuously in the workplace. This relatively new posting requirement, which went into effect in early 2009, is in place to protect those previously convicted of a criminal offense from unfair discrimination. New York Correction Law: Article 23-A (English) Discrimination Poster The New York State Division of Human Rights requires all employers to display this anti-discrimination notice. The poster defines discrimination as it stands under state law and provides contact information for those that experience workplace discrimination. Discrimination Really Hurts (English/Spanish) Minimum Wage Poster Pre the New York State Department of Labor, employers must post this notice conspicuously in the workplace to notify employees of minimum wage and other important state wage requirements. In addition to the general industry poster, there are also special wagerelated notices required of employers involved in food/beverage sales and service as well as apparel factories. These posters are also linked below. Attention Employees (English/Spanish) (Food/beverage sales and service) (Food/beverage sales and service - tips) (Apparel factories) Safety and Health Protection This poster is similar to the federal OSHA version but is aimed specifically at New York employers and employees in the public sector. Job Safety and Health Protection (English) Required for: New York public employers only Unemployment Insurance Notice New York state unemployment insurance laws require all employers to post a notice specifying that coverage is available. The official notice is not available online through the Department of Labor, but the state will supply this notice to employers by phone, and the contact number is listed below. Workers Compensation Notice The workers compensation notice required by the state of New York also includes a notice of compliance for disability benefits. Both of these posters are not available online, as they are supplied by employers individual insurance carriers. Notice of Compliance (supplied by employer s insurance carrier) Disability Benefits Law Poster This poster, which you may obtain from your insurance carrier, will provide information on disability benefits availability under New York s Disability Benefits Law. Notice of Compliance Disability Benefits Law (supplied by employer s insurance carrier) Right to Know Poster State law requires employers to inform employees about potential hazards in the workplace. Because of these regulations, all public employers must display this poster conspicuously in the workplace. You Have a Right to Know! (English) Required for: New York public employers only Fringe Benefits Notice The New York Division of Labor Standards requires that employers post this notice in a place where other notices are customarily posted. The notice must clearly state the employer s policy on sick leave, vacation, personal leave, holidays and hours or it must tell employees where they may find such information in writing. There is no set formula for the look of this notice, but the link below provides a direct reference to the regulatory guidelines on the matter. (English) Time Allowed to Vote Notice At least 10 working days before every election, New York employers must have this notice posted conspicuously in the workplace where employees may easily see it. It must remain posted until the polls close on election day. Attention All Employees (English) Notice to Employees (IA 133) ( ) This document covers only workplace posters obligatory under New York state law as listed in the Department of Labor website. Click here for more information on New York s notice-posting requirements. Employers must also comply with all applicable federal posting requirements. Design 2010 Zywave, Inc. All rights reserved.

2 Section 750. Definitions Applicability. NEW YORK CORRECTION LAW ARTICLE 23-A LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES 752. Unfair discrimination against persons previously convicted of one or more criminal offenses prohibited Factors to be considered concerning a previous criminal conviction; presumption Written statement upon denial of license or employment Enforcement Definitions. For the purposes of this article, the following terms shall have the following meanings: (1) "Public agency" means the state or any local subdivision thereof, or any state or local department, agency, board or commission. (2) "Private employer" means any person, company, corporation, labor organization or association which employs ten or more persons. (3) "Direct relationship" means that the nature of criminal conduct for which the person was convicted has a direct bearing on his fitness or ability to perform one or more of the duties or responsibilities necessarily related to the license, opportunity, or job in question. (4) "License" means any certificate, license, permit or grant of permission required by the laws of this state, its political subdivisions or instrumentalities as a condition for the lawful practice of any occupation, employment, trade, vocation, business, or profession. Provided, however, that "license" shall not, for the purposes of this article, include any license or permit to own, possess, carry, or fire any explosive, pistol, handgun, rifle, shotgun, or other firearm. (5) "Employment" means any occupation, vocation or employment, or any form of vocational or educational training. Provided, however, that "employment" shall not, for the purposes of this article, include membership in any law enforcement agency.

3 751. Applicability. The provisions of this article shall apply to any application by any person for a license or employment at any public or private employer, who has previously been convicted of one or more criminal offenses in this state or in any other jurisdiction, and to any license or employment held by any person whose conviction of one or more criminal offenses in this state or in any other jurisdiction preceded such employment or granting of a license, except where a mandatory forfeiture, disability or bar to employment is imposed by law, and has not been removed by an executive pardon, certificate of relief from disabilities or certificate of good conduct. Nothing in this article shall be construed to affect any right an employer may have with respect to an intentional misrepresentation in connection with an application for employment made by a prospective employee or previously made by a current employee.

4 752. Unfair discrimination against persons previously convicted of one or more criminal offenses prohibited. No application for any license or employment, and no employment or license held by an individual, to which the provisions of this article are applicable, shall be denied or acted upon adversely by reason of the individual's having been previously convicted of one or more criminal offenses, or by reason of a finding of lack of "good moral character" when such finding is based upon the fact that the individual has previously been convicted of one or more criminal offenses, unless: (1) There is a direct relationship between one or more of the previous criminal offenses and the specific license or employment sought or held by the individual; or (2) the issuance or continuation of the license or the granting or continuation of the employment would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public.

5 753. Factors to be considered concerning a previous criminal conviction; presumption. 1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors: (a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses. (b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person. (c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities. (d) The time which has elapsed since the occurrence of the criminal offense or offenses. (e) The age of the person at the time of occurrence of the criminal offense or offenses. (f) The seriousness of the offense or offenses. (g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct. (h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public. 2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein Written statement upon denial of license or employment. At the request of any person previously convicted of one or more criminal offenses who has been denied a license or employment, a public agency or private employer shall provide, within thirty days of a request, a written statement setting forth the reasons for such denial Enforcement. 1. In relation to actions by public agencies, the provisions of this article shall be enforceable by a proceeding brought pursuant to article seventy-eight of the civil practice law and rules. 2. In relation to actions by private employers, the provisions of this article shall be enforceable by the division of human rights pursuant to the powers and procedures set forth in article fifteen of the executive law, and, concurrently, by the New York city commission on human rights.

6 DAVID A. PATERSON, GOVERNOR GALEN D. KIRKLAND, COMMISSIONER DISCRIMINATION REALLY HURTS. IF YOU SEE IT OR EXPERIENCE IT, CALL US. WE RE HERE. (718) (888) TTD (718) THIS ESTABLISHMENT IS SUBJECT TO THE NEW YORK STATE HUMAN RIGHTS LAW (EXECUTIVE LAW, ARTICLE 15) DISCRIMINATION BASED ON AGE, RACE, CREED, COLOR, NATIONAL ORIGIN, SEXUAL ORIENTATION, MILITARY STATUS, SEX, DISABILITY, DOMESTIC VIOLENCE VICTIM STATUS, OR MARITAL STATUS IS PROHIBITED BY THE NEW YORK STATE HUMAN RIGHTS LAW IN: EMPLOYMENT, BY EMPLOYERS OF FOUR OR MORE PEOPLE, EMPLOYMENT AGENCIES, LABOR ORGANIZATIONS AND APPRENTICESHIP TRAINING PROGRAMS Also prohibited: discrimination in employment on the basis of Sabbath observance or religious practices; prior arrest or conviction record; predisposing genetic characteristics. Reasonable accommodations for persons with disabilities may be required. A reasonable accommodation is an adjustment to a job or work environment that enables a person with a disability to perform the essential functions of a job in a reasonable manner. RENTAL, LEASE OR SALE OF HOUSING, LAND AND COMMERCIAL SPACE Exceptions: (1) rental of an apartment in an owner-occupied two-family house (2) restrictions of all rooms in a housing accommodation to individuals of the same sex (3) rental of a room by the occupant of a house or apartment (4) sale, rental, or lease of accommodations of housing exclusively to persons 55 years of age or older, and the spouse of such persons Also prohibited: discrimination in housing on the basis of familial status (e.g. families with children) Reasonable accommodations an d modifications for persons with disabilities may also be required. ACTIVITIES OF REAL ESTATE BROKERS AND SALES PEOPLE Also prohibited: commercial boycotts and blockbusting. PLACES OF PUBLIC ACCOMMODATION, RESORT OR AMUSEMENT SUCH AS RESTAURANTS, HOTELS, HOSPITALS, CLUBS AND MEDICAL OFFICES Exception: Age is not a covered class ification relative to public accommodations. Reasonable accommodations for persons with disabilities may also be required. (Effective January 1st, 2008.) ADVERTISING AND APPLICATIONS RELATING TO EMPLOYMENT, REAL ESTATE, PLACES OF PUBLIC ACCOMMODATION AND CREDIT TRANSACTIONS EDUCATIONAL INSTITUTIONS: NON-SECTARIAN, TAX EXEMPT, PUBLIC AND PRIVATE ALL CREDIT TRANSACTIONS INCLUDING FINANCING FOR PURCHASE, MAINTENANCE AND REPAIR OF HOUSING If you wish to f ile a formal complaint with the Division of Human Rights, you must do so within one year after the discrimination occurred. The Division s services are provided free of charge. If you wish to file a complaint in State Court, you may do so within three years of the discrimination. You may not file both with the Division and the State Court. Retaliation fo r filing a complaint or opposing discriminatory practices is prohibited. You may file a complaint with the Division if you have been retaliated against. FOR FURTHER INFORMATION, WRITE OR CALL THE DIVISION S NEAREST OFFICE. HEADQUARTERS: ONE FORDHAM PLAZA, 4TH FLOOR, BRONX, NY ESTE ESTABLECIMIENTO ESTÁ SUJETO A LA LEY DE DERECHOS HUMANOS DEL ESTADO DE NUEVA YORK (LEY EJECUTIVA, ARTÍCULO 15) LA DISCRIMINACIÓN BASADA EN EDAD, RAZA, CREDO, COLOR, NACIONALIDAD, ORIENTACIÓN SEXUAL, ESTADO MILITAR, SEXO, DISCAPACIDAD, ESTADO COMO VÍCTIMA DE VIOLENCIA DOMÉSTICA, O ESTADO CIVIL ESTÁ PROHIBIDA BAJO LA LEY DE DERECHOS HUMANOS DEL ESTADO DE NUEVA YORK EN: EL EMPLEO, POR PARTE DE EMPLEADORES CON UN PERSONAL DE CUATRO PERSONAS O MÁS, EN SINDICATOS Y PROGRAMAS DE ADIESTRAMIENTO Y CAPACITACIÓN También se prohíbe: La discriminación en el empleo basado en la observación del Sabat y otras prácticas religiosas, por previos arrestos o antecedentes criminales, por predisposición genética. En casos de personas con discapacidades físicas se puede exigir que se le proporcionen ajustes necesarios y razonables. Un ajuste razonable es una modi cación en el lugar o ambiente de trabajo que permita que una persona con discapacidades pueda desempeñar sus funciones de forma razonable. ALQUILER, CONTRATO DE ALQUILER, VENTA DE VIVIENDAS, TIERRAS O ESPACIOS COMERCIALES Excepciones: (1) el alquiler de un apartamento en una casa para dos familias en la que reside el propietario (2) la restricción de todas las habitaciones de una propiedad residencial para alojamiento de individuos del mismo sexo (3) el alquiler de una habitación por el ocupante de una casa o apartamento (4) la venta, alquiler, contrato de alquiler en viviendas para alojamiento exclusivo de personas de 55 años o más y sus respectivos esposos o esposas También está prohibido: la discriminación en viviendas basada en la situación familiar (ejemplo: familias con niños) También se puede exigir que se hagan ajustes razonables y modificaciones para las personas con discapacidades. ACTIVIDADES DE AGENTES Y VENDEDORES DE BIENES RAÍCES Está prohibido: los boicots comerciales y la práctica de vender o alquilar viviendas a grupos étnicos minoritarios en barrios habitados predominantemente por blancos, con el propósito de depreciar las propiedades y hacer especulaciones. A ésta práctica se le conoce en inglés como blockbusting. SITIOS PÚBLICOS, LUGARES PARA VACACIONAR O DE ENTRETENIMIENTO COMO RESTAURANTES, HOTELES, HOSPITALES, CLUBES Y CONSULTORIOS MÉDICOS Excepción: La edad no es una de las categorías protegidas con respecto a los sitios públicos. Ajustes razonables para las personas con discapacidades también pueden ser requeridos. (Efectivo el 1ero de enero del 2008.) PUBLICIDAD Y SOLICITUDES RELACIONADAS A EMPLEOS, BIENES RAÍCES, SITIOS PÚBLICOS Y OPERACIONES DE CRÉDITO INSTITUCIONES EDUCATIVAS: QUE NO SEAN RELIGIOSAS, LIBRES DE IMPUESTOS, PÚBLICAS Y PRIVADAS TODAS LAS OPERACIONES DE CRÉDITO INCLUYENDO FINANCIAMIENTO DE COMPRA, MANTENIMIENTO O REPARACIONES DE VIVIENDAS Si desea presentar una querella con la División de Derechos Humanos, debe hacerlo dentro de un plazo de un año después que el acto discriminatorio haya ocurrido. Los servicios que ofrece la División son gratuitos. Si desea presentar una querella ante la Corte Estatal tiene un plazo de hasta tres años después del incidente discriminatorio para hacerlo. No puede presentar su queja en ambos lugares, la División y la Corte Estatal. Está prohibido tomar represalias contra una persona porque haya presentado una querella o por oponerse a conductas discriminatorias. Usted puede presentar una querella ante la División si han tomado represalias en su contra. PARA MÁS INFORMACIÓN, ESCRIBA O LLAME A SU OFICINA DE LA DIVISIÓN MÁS CERCANA. SEDE: ONE FORDHAM PLAZA, 4TH FLOOR, BRONX, NY LA DISCRIMINACIÓN REALMENTE HACE DAÑO. SI ES TESTIGO O VÍCTIMA DE ELLA, LLÁMENOS. ESTAMOS AQUÍ PARA SERVIRLES. (718) (888) TTD (718) ESTADO DE NUEVA YORK DIVISIÓN DE DERECHOS HUMANOS W W W. D H R. S T A T E. N Y. U S GOBERNADOR DAVID A. PATERSON COMISIONADO GALEN D. KIRKLAND

7 Post Conspicuously New York State Department of Labor ATTENTION EMPLOYEES (ATENCIÓN EMPLEADOS) MINIMUM WAGE INFORMATION Effective 07/24/09 Basic Hourly Rate $7.25 per hour Overtime Rate For most occupations, employees must be paid overtime after 40 hours of w or k in a w eek at 1 ½ times their hour ly r ate of pay. For residential employees, the overtime rate applies after 44 hours. Tips A specified allowance may be credited toward the minimum wage for tips earned. Meals and Lodging A specific credit may be granted toward the minimum wage for meals and/or lodging provided by the employer. Federal Law Employees covered under the federal Fair Labor Standards Act must be paid in accordance with State law and also in accordance with higher federal requirements, where applicable. Other Wage Requirements A specific amount must be paid, in addition to the minimum wage, for the maintenance of required uniforms. There are provisions for other supplemental wages in New York State Industry wage orders. These may include a part-time rate, daily call-in pay and a rate for split shift or spread of hours. Whether a par ticular supplemental wage applies depends on the provisions of the industry wage order covering the employment. For additional Information or to file a complaint Write or call the Department of Labor, Division of Labor Standards at one of the offices listed below: (INFORMACIÓN SOBRE EL SALARIO MÍNIMO) A partir del 07/24/09 Salario Mínimo $7.25 por hora Pago por horas extras En la mayoría de puestos laborales, los empleado deben recibir una paga de tiempo y medio de la tarifa regular por hora cuando las horas trabajadas exceden las 40 horas semanales. Los empleados que residen en el sitio de trabajo, deben recibir una paga de tiempo y medio de su tarifa regular por hora en exceso de 44 horas semanales. Propinas Se puede acreditar al salario mínimo una cantidad específica por las propinas ganadas. Comidas y Alojamiento Se puede acreditar una cantidad específica al salario mínimo por comidas y/o alojamiento provistos por el patrono. Ley Federal Los empleados protegidos por la Ley Federal de Normas Equitativas del Trabajo (Federal Fair Labor Standards Act) deben ganar salarios segú n lo estipulan las leyes estatales y en conjun tocon los requisitos superiores federales, segú n convenga. Otros requisitos salariales Se debe pagar una cantidad específica, ademá s del salario mínimo, por el mantenimiento de uniformes obligatorios. Existen otras disposiciones sobre pagos suplementarios en las ordenanzas industriales del Estado de Nueva York. Dichas disposiciones contienen una tarifa por trabajo a medio tiempo, trabajo diario casual, turnos divididos o por horas repartidas. Si un pago suplementario es pertinente o no, depende de las disposiciones regentes en el tipo de industria vinculada al trabajo en desempeñ o. Si necesita má s informació n o si quiere presentar una queja por favor escriba ol llame al Departmento del Trabajo Divisió n de Normas Laborales a cualquiera de las oficinas siguiente: State Office Building Campus Albany, NY (518) Hawley Street Binghamton, NY (607) Court Street Buffalo, NY (716) Oak Street Garden City, NY (516) Varick Street, 7th Floor New York, NY (212) S. Union Street Rochester, NY (585) (Subdistrict) 333 E. Washington Street Syracuse, NY (315) Bloomingdale Road White Plains, NY (914) For additional information: The New York State Department of Labor is an Equal Opportunity Employer/Program. Auxiliary aids and services are available upon request to individuals with disabilities. Este empleador participa en el Programa de Igualdad de Oportunidades. Servicios adicionales para personas incapacitadas e instrumentos para ayudarlas estan disponibles a solicitud de dichas personas. LS-207 (06/09)

8 New York State Department of Labor Division of Labor Standards DEDUCTIONS FROM WAGES Section 193 of the New York State Labor Law Section 193. Deductions from Wages. 1) No employer shall make any deduction from the wages of an employee, except deductions which: a) are made in accordance with the provisions of any law or any rule or regulation issued by any governmental agency; or b) expressly authorized in writing by the employee and are for the benefit of the employee; provided that such authorization is kept on file on the employer s premises. Such authorized deductions shall be limited to payments for insurance premiums, pension or health and welfare benefits, contributions to charitable organizations, payments for United States bonds, payments for dues or assessments to a labor organization, and similar payments for the benefit of the employee. 2) No employer shall make any charge against wages, or require an employee to make any payment by separate transaction unless such charge or payment is permitted as a deduction from wages under the provisions of subdivision one of this section. 3) Nothing in this section shall justify noncompliance with article three-a of the personal property law relating to assignment of earnings, nor with any other law applicable to deductions from wages. FOR MORE INFORMATION, CALL OR WRITE THE NEAREST OFFICE OF THE DIVISION OF LABOR STANDARDS, OF THE NEW YORK STATE DEPARTMENT OF LABOR, LISTED BELOW: Albany District State Office Campus Bldg. 12, Room 185A Albany, NY (518) Binghamton District Sub-District 44 Hawley St. Room 909 Binghamton, NY (607) New York City District 75 Varick Street 7th Floor New York, NY (212) Garden City 400 Oak Street Suite 101 Garden City, NY (516) Buffalo District 65 Court Street Room 202 Buffalo, NY (716) Rochester Sub-District 109 S. Union Street Room 318 Rochester, NY (585) Syracuse District 333 East Washington Street Room 121 Syracuse, NY (315) White Plains District 120 Bloomingdale Road White Plains, NY (914) LS 605 (09-07) DOL WEBSITE HOMEPAGE

9 New York State Department of Labor Division of Labor Standards TIP APPROPRIATION SECTION 196-d OF THE NEW YORK STATE LABOR LAW Section 196-d. Gratuities. No employer or his agent or an officer or agent of any corporation, or any other person shall demand or accept, directly or indirectly, any part of the gratuities, received by an employee, or retain any part of a gratuity or of any charge purported to be a gratuity for an employee. This provision shall not apply to the checking of hats, coats or other apparel. Nothing in this subdivision shall be construed as affecting the allowances from the minimum wage for gratuities in the amount determined in accordance with the provisions of article nineteen of this chapter nor as affecting practices in connection with banquets and other special functions where a fixed percentage of the patron s bill is added for gratuities which are distributed to employees, nor to the sharing of tips by a waiter with a busboy or similar employee. FOR MORE INFORMATION, CALL OR WRITE THE NEAREST OFFICE OF THE DIVISION OF LABOR STANDARDS, OF THE NEW YORK STATE DEPARTMENT OF LABOR, LISTED BELOW: Albany District State Office Campus Bldg. 12, Room 185A Albany, NY (518) Binghamton District Sub-District 44 Hawley St. Room 909 Binghamton, NY (607) New York City District 75 Varick Street 7th Floor New York, NY (212) Garden City 400 Oak Street Suite 101 Garden City, NY (516) Buffalo District 65 Court Street Room 202 Buffalo, NY (716) Rochester Sub-District 109 S. Union Street Room 318 Rochester, NY (585) Syracuse District 333 East Washington Street Room 121 Syracuse, NY (315) White Plains District 120 Bloomingdale Road White Plains, NY (914) DOL WEBSITE HOMEPAGE LS-204 (09-07)

10 TRIM

11 job safety and health protection Employers: Employees: Enforcement: Inspection: The New York State Public Employee Safety and Health Act of 1980 provides job safety and health protection for workers through the promotion of safe and healthful working conditions throughout the State. Requirements of the Act include the following: The Act requires that employers furnish employees a workplace free from recognized hazards and in compliance with the safety and health standards applicable to the employer s workplaces and other regulations issued by the Commissioner of Labor under the Act. The Act requires that employees comply with all safety and health standards and other regulations issued under the Act that apply to their actions and conduct on the job. The New York State Department of Labor s Division of Safety and Health (DOSH) is responsible for administering and enforcing the Act. The Commissioner issues safety and health standards, and Safety and Health Inspectors and Hygienists conduct on-site inspections to ensure compliance with the Act. The Act requires that a representative of the employer and a representative authorized by the employees be given an opportunity to accompany the DOSH Inspector or Hygienist for the purpose of aiding the inspection. Where there is no authorized employee representative, the DOSH Inspector or Hygienist must consult with a reasonable number of employees concerning safety and health conditions in the workplace. New York State Department of Labor Labor Law Information Relating to Public Employees Order To Comply: Complaint: If the DOSH Inspector or Hygienist believes an employer has violated the Act, an order to comply will be issued to the employer. Each order will specify a time period within which the violation must be corrected. If the violation remains uncorrected, the employer may be subject to monetary penalties. The DOSH order to comply must be prominently displayed at or near the place of violation to warn employees of dangers that may exist. Employees or their representatives have the right to file a complaint, in writing, with the nearest DOSH office requesting an inspection if they believe unsafe or unhealthful conditions exist in their workplace. DOSH will withhold, on request, names of employees complaining. Any interested person or representative of such person or groups of persons may bring to the attention of the State Department of Labor a complaint regarding the administration or enforcement of the Public Employees Safety and Health Program. The State Department of Labor will investigate each complaint and will notify the complainant in writing of the results of such investigation as well as further channels for complaint. Such complaints may also be made to the United States Department of Labor, Occupational Safety and Health Administration, 201 Varick Street, New York, New York Discrimination: The Act provides that employees may not be discharged or discriminated against in any way for filing safety and health complaints or otherwise exercising their rights under the Act. Employees who believe that they have been discriminated against may file a complaint with the nearest DOSH office within 30 days of the alleged discrimination. Voluntary The Department of Labor encourages employers and Activity: employees to reduce workplace hazards voluntarily and to develop and improve safety and health programs in all workplaces. Such cooperative action would initially focus on the identification and elimination of hazards that could cause death, injury or illness to employees and supervisors. On a voluntary basis, employers may request that the DOSH office furnish consultant services to assist the employer in meeting job-site compliance with safety and health standards. Additional information may be obtained from the nearest DOSH District Office listed below: State Office Campus, Rm Hawley St. 65 Court Street 400 Oak Street, Suite 101 Albany, NY Binghamton, NY Buffalo, NY Garden City, NY Tel: (518) Tel: (607) Tel: (716) Tel: (516) Varick Street (7th Floor) New York, NY Tel: (212) S. Union Street Rochester, NY Tel: (585) South Salina Street Syracuse, NY Tel: (315) Genesee Street Utica, NY Tel: (315) Bloomingdale Road White Plains, NY Tel: (914) SH 908 (11-07) Post Conspicuously

12 YOU HAVE A RIGHT TO KNOW! Your employer must inform you of the health effects and hazards of toxic substances at your worksite. Learn all you can about toxic substances on your job. For more information, contact: Name Location & Phone Number THE RIGHT TO KNOW LAW WORKS FOR YOU. NEW YORK STATE DEPARTMENT OF HEALTH /00

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