NM - Compliance Poster Company

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
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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
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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
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EEOC P E 1 R
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11 09
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LMR082016