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National Career Readiness Certificate

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WorkKeys Assessments

ACT WorkKeys® assessments are the cornerstone of ACT workforce solutions. The assessments measure foundational skills required for success in the workplace, and help measure the workplace skills that can affect job performance. WorkKeys assessments are:

Each assessment offers varying levels of difficulty. The levels build on each other, incorporating the skills assessed at the previous levels. For example, at Level 5, individuals need the skills from Levels 3, 4, and 5. The complexity increases as the quantity and/or density of the information increases.

Most assessments are web-based and most take one hour. They are offered in both English and Spanish.  

Value of WorkKeys (Video)  

Individuals who successfully complete the three WorkKeys assessments— Applied Math , Graphic Literacy , and Workplace Documents —earn the WorkKeys National Career Readiness Certificate® (WorkKeysNCRC®), a valuable credential for students and job seekers seeking to verify foundational workplace skills. ACT WorkKeys also offers additional assessments to measure interests, values, and behaviors that can lead to greater job satisfaction.


Applied math.

Required for the NCRC

The Applied Math assessment measures critical thinking, mathematical reasoning, and problem solving techniques for situations that actually occur in today’s workplace. While individuals may use calculators and conversion tables to help with the problems on the assessment, math skills are still needed to think them through. Get more information:

Graphic Literacy

Workplace graphics come in a variety of formats, but all communicate a level of information. From charts to graphs, diagrams to floor plans, identifying what information is being presented and understanding how to use it are critical to success. The Graphic Literacy assessment measures the skill needed to locate, synthesize, and use information from workplace graphics. Get more information:

Workplace Documents

Employees need to be able to understand written text to do a job. The Workplace Documents assessment measures the skills people use when they read and use written text such as memos, letters, directions, signs, notices, bulletins, policies, and regulations on the job. Get more information:

Applied Technology

The Applied Technology assessment measures basic principles and skills in four areas of technology: electricity, mechanics, fluid dynamics, and thermodynamics. Get more information:

Business Writing

The Business Writing assessment measures the skill used when writing an original response to a work-related situation. Get more information:

Workplace Observation

The Workplace Observation assessment measures skills in observing, following, understanding, and evaluating processes, demonstrations, and other workplace procedures. Get more information:

It's a simple truth: people tend to seek occupations with characteristics that match their personal preferences. The Fit assessment measures an individual's interests and values and matches them to the work environment. Get more information:

The Talent assessment helps employers find and develop employees by measuring work-related attitudes and behaviors. Get more information:


ACT administers and scores millions of tests each year with the highest levels of integrity and accuracy. Being a test administrator for WorkKeys® requires that you have an active understanding of our testing policies and procedures.

WorkKeys assessments are considered high stakes, so all members of the testing staff are required to complete a training program in preparation for test center operations.

To learn more about the types of scores and score reports available, select the Understanding Scores button below.


Learn more about the WorkKeys Curriculum and other preparation options to help individuals improve their scores.

Validity Evidence Report

ACT is committed to ensuring that the three WorkKeys assessments measure relevant cognitive skills and help to identify applicants who have the skills needed to acquire job-related skills and meet the needs of employers.  

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WorkKeys/ACT National Career Readiness Certificates

About the Certificate

The ACT National Career Readiness Certificate is an industry-recognized, portable, research-based credential that certifies essential skills needed for workplace success.

This credential is used across all sectors of the economy and documents the following cognitive skills:


Individuals can earn the ACT NCRC by taking three WorkKeys® assessments.

Each of the assessments listed above has a maximum time limit of 55 minutes. Additional time may be required prior to and after the assessments for registration, an examinee tutorial, and/or printing a score report.

WorkKeys assessments measure real-world skills that employers believe are critical to job success. Test questions are based on situations in the everyday work world.

To find out more about specific careers and their skills requirements, check out the ACT job profiles database .

Certificate Levels

Individuals can earn four levels of certifications by taking the three WorkKeys® assessments.

Sample Questions

Individuals can view sample test questions by following the links below:

For more information about practice tests, click here .

ACT Job Profiles

WorkKeys assessments measure real-world skills that employers believe are critical to job success.

To find out more about specific careers and their skills requirements, check out the  ACT job profiles database

To learn more about “Green jobs”, visit .

To learn more about “Bright Outlook jobs”, visit .

Test Day Procedures

The following procedures will be followed for all individuals testing:

ACT WorkKeys Curriculum

ACT WorkKeys Curriculum helps individuals build the essential career-relevant skills needed for learning, personal development and effective job performance. It’s the only curriculum built from the ground up to align with the WorkKeys National Career Readiness Certificate assessments.

Courses available within the ACT WorkKeys Curriculum include:

Students may log in to the ACT WorkKeys Curriculum website at . Students must receive their username and password from the Career Center Coordinator.

Resources and Links

For more information about the ACT National Career Readiness Certificates and KeyTrain visit the following:

Certification test focuses on readying students for work – by PBS News Hour

ACT WorkKeys Assessments for the 21st Century Workforce – By ACT

Education – ACT WorkKeys – By WKBT TV

WorkKeys Student Login

Students – click here  – to log in for testing.

When completing the Profile, students must answer the “What is your primary reason for taking this WorkKeys Assessment?” question with “As part of qualifying for a career readiness certificate”.

After completing all three assessments, students may download the WorkKeys Completion Assignment in MS Word format.

WorkKeys Administrator Information

Administrator – click here

What Are Job Requirements?

Definition & examples of job requirements.

Alison Doyle is one of the nation’s foremost career experts.

work key requirement

Pixsooz / iStock

Job requirements are the skills, experience, and attributes an employer expects to find in a candidate who is hired for a position. The employer deems those qualifications as essential to satisfactory performance in that job.

Find out more about what job requirements are and get examples.

Most job listings state the requirements needed for candidates to successfully do the job. They may include specific skills, types and amounts of work experience, personal qualities, educational credentials, professional certifications, areas of knowledge, and other qualifications. These requirements help set expectations for both employers and potential employees, and help ensure that qualified people apply for positions.

How Job Requirements Work

Employers should try to be as specific as possible when listing job requirements in order to reduce the pool of applicants. This can help attract candidates who are as close a match as possible to the job and streamline the  application process .

It’s important for candidates to take the time to show the hiring manager that their qualifications match the requirements for the job. Before applying for a job, candidates should carefully review the requirements for the position and reference as many of their corresponding qualifications as possible in their job application, cover letter, and resume .

Employers may choose candidates who excel in certain key areas but are lacking in others. When creating a job listing,  employers imagine an ideal candidate , but they may never find someone who meets all of their requirements. Therefore, during the application process, be sure to emphasize the qualifications that you do have.

Often, job listings include a long list of requirements, some of which are much more important to the job than others. Candidates don't necessarily need to meet every requirement to be considered for a job.

For example, someone's educational background is a close match for the job and they have employment, volunteer, internship, or learning experiences that would support the application, then it’s worth taking the time to apply. If it’s obviously a stretch—the job requires a Ph.D., for example, and an applicant only has an undergraduate degree—then it would likely be a waste of time.

Types of Job Requirements

Common types of job requirements include skills, experience, and education.

Skill requirements can include both hard and soft skills. Hard skills are generally teachable, measurable abilities, such as the ability to do use specific software programs, analyze data, code, implement social media campaigns, and draw blood. Soft skills usually refer to traits that are hard to quantify, such as critical thinking, active listening, creative problem-solving, and communicating effectively.

Requirements might also mention a combination of skills and a knowledge base that the employer is seeking, e.g., application of mechanical engineering designs to power systems.

Experience requirements typically refer to time in a specific field or role related to the position. They might also include working with a specific population or in a specific industry or employment sector. For example, a firm looking to hire a junior-level accounting position may require three years of accounting experience working for a financial institution.

Educational Requirements

Some positions will require  applicants to have a certain level of education . For example, the job may require a high school diploma, a college degree, or a graduate degree. In some cases, related work experience, known as  equivalent experience , may be substituted for some or all of the educational requirements.

Key Takeaways

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OSHA Injury and Illness Recordkeeping and Reporting Requirements

Electronic submission of records.

The Injury Tracking Application (ITA) is accessible from the ITA launch page , where you can provide the Agency your OSHA Form 300A information. The date by which certain employers are required to submit to OSHA the information from their completed Form 300A is March 2nd of the year after the calendar year covered by the form.

Recordkeeping Requirements

Many employers with more than 10 employees are required to keep a record of serious work-related injuries and illnesses. ( Certain low-risk industries are exempted .) Minor injuries requiring first aid only do not need to be recorded.

How does OSHA define a recordable injury or illness?

How does osha define first aid.

This information helps employers, workers and OSHA evaluate the safety of a workplace, understand industry hazards, and implement worker protections to reduce and eliminate hazards -preventing future workplace injuries and illnesses.

For information on recording cases of work-related COVID-19 during the COVID-19 Pandemic, see OSHA's COVID-19 Regulations page or OSHA’s COVID-19 page.

Maintaining and Posting Records

The records must be maintained at the worksite for at least five years. Each February through April, employers must post a summary of the injuries and illnesses recorded the previous year. Also, if requested, copies of the records must be provided to current and former employees, or their representatives.

Severe Injury Reporting

Employers must report any worker fatality within 8 hours and any amputation, loss of an eye, or hospitalization of a worker within 24 hours.

Improve Tracking of Workplace Injuries and Illnesses

OSHA published a proposed rule , Improve Tracking of Workplace Injuries and Illnesses on March 30, 2022 that would require:

In addition, under the proposal, establishments with 250 or more employees, not in designated high-hazard industries, would no longer be required to electronically submit recordkeeping information to OSHA.

The proposal was based on OSHA’s preliminary determination that the electronic submission of establishment-specific and case-specific information from the Forms 300 and 301 will improve workplace safety and health by:

The comment period for the proposed rule has closed. Read the proposed rule and the comments submitted by members of the public including workers and worker groups, affected industries, and other interested parties. In addition, you may examine all supporting materials for the proposed rule on this site.

The next step in this rulemaking project will be development of the final rule.

checkboxes with a pencil



a stack of documents

Related Documents and Information

people raising hands during training

Does OSHA provide training for the general public on recordkeeping requirements?

Yes. Through its national network of OSHA Training Institute (OTI) Education Centers , OSHA offers the OSHA #7845 Recordkeeping Rule Seminar course. This half-day course covers the OSHA requirements for maintaining and posting records of occupational injuries and illnesses, and reporting specific cases to OSHA. Included in the course are hands-on activities associated with completing the OSHA Form 300 Log of Work-Related Injuries and Illnesses, OSHA Form 300A Summary of Work-Related Injuries and Illnesses, and the OSHA Form 301 Injury and Illness Incident Report. To search for specific course locations and dates, please visit the OTI Education Centers searchable schedule .

work key requirement

“ Care, Protect, Grow ” : The U.S. Compliance Blog

work key requirement

2022 OSHA Injury Recordkeeping – Reporting and Key Requirements

The Occupational Safety and Health Administration (OSHA) recordkeeping regulation requires employers with 10 or more employees in certain industries to routinely maintain “OSHA Logs.” To identify if your industry requires you to prepare and maintain OSHA logs, you can reference the full list of exempt industries here . These logs are used to record serious occupational injuries and illnesses. Maintaining accurate OSHA Logs is vital for all stakeholders when evaluating workplace safety, understanding hazards and risks, and determining the implementation of controls to reduce or eliminate hazards.

OSHA Logs consist of three separate documents:

Applicable employers must maintain at least five years’ worth of each of these documents, as OSHA may request to review injury and illness records during facility inspections.

OSHA has developed a step-by-step guidance document to assist with the completion of the OSHA 300 logs, which can be found here .

Important 2022 Deadlines

The OSHA Form 300A Summary of Work-Related Injuries and Illnesses for the previous calendar year must be posted in a conspicuous location in the facility from February 1 to April 30 each year.

Along with the paper logs, the OSHA Form 300A Summary of Work-Related Injuries and Illnesses for the previous calendar year must be electronically reported through OSHA’s Injury Tracking Application by March 2 for applicable facilities (see information for applicability below).

What Injuries Need to be Recorded?

OSHA has outlined specific criteria for injuries that should be recorded on the OSHA 300 logs:

All work-related injuries or illnesses should be recorded on the facility’s OSHA 300 log within seven days of the employer receiving notification of the incident. OSHA has outlined all general recording requirements in 29 CFR 1904.7 .

In addition to logging the information, note that serious injuries meeting set criteria must also be called into OSHA at the time of the incident. Employers should regularly review their logs to ensure that any required reporting was not missed.

With OSHA’s updated recordkeeping rule, the list of severe injuries that employers must report to OSHA has expanded. For example, all work-related fatalities must be reported within 8 hours. Similarly, all work-related inpatient hospitalizations, amputations, and losses of an eye must be reported within 24 hours.

Electronic Submission of Injury and Illness Records to OSHA

Under the updated Final Rule that was made effective February 25, 2019, many facilities must electronically report their OSHA Form 300A: Summary of Work-Related Injuries and Illnesses to the OSHA Injury Tracking Application (ITA). Facilities that employ 250 or more employees that are required to maintain OSHA logs, and facilities that employ 20-249 employees that are classified as industries that have historically high injury rates, must electronically submit their OSHA Form 300A information. The full list of applicable industries can be found here .

In order to report your facility’s OSHA Form 300A information, visit the OSHA ITA website and follow the prompts for launching the Injury Tracking Application. If this is your first time reporting your facility’s OSHA Form 300A information, you will need to create an account to enter the facility’s information. You will need the establishment name, NAICS industry code, and the completed OSHA Form 300A for the previous year to complete the submission.

Potential Amendment to OSHA’s Recordkeeping Regulation

OSHA proposes to amend its recordkeeping regulation to restore the requirement of electronically submitted OSHA Form 300s (Log of Work-Related Injuries and Illnesses) and OSHA Form 301s (Injury and Illness Incident Report) for establishments with 250 or more employees that are required to routinely keep annual injury and illness records. Likewise, OSHA State Plan states will be required to follow suit. Under the current regulation, these establishments are only required to electronically submit information from the OSHA Form 300A (Summary of Work-Related Injuries and Illnesses) annually.

COVID-19 and OSHA Recordkeeping

Under OSHA’s recordkeeping requirements, COVID-19 is a recordable illness, and thus employers are responsible for recording cases of COVID-19 if:

On May 19, 2020, OSHA provided an updated guidance document to assist with determining if an employee’s positive COVID-19 case would be recordable on an employer’s OSHA logs. The below flow chart has been developed from the information in this guidance document to assist with the determination of work-relatedness.

If a COIVD-19 case is determined to be work-related, the incident would need to be recorded as a “Respiratory Condition.”  If the employee requests that their name not be entered on the log, the case must be treated as a privacy case, as specified by 29 CFR 1904.29(b)(7)(VI) .

work key requirement

If you have any issues determining an injury’s recordability or regarding your facility’s OSHA 300 logs, consult OSHA’s many recordkeeping resources or contact U.S. Compliance to assist with any recordkeeping questions or concerns.

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Workplace Safety and Health

Summary of the Major Laws of the Department of Labor

On this page, wages and hours, workers' compensation.

Unions and their Members

Employee protection, uniformed services employment and reemployment rights act, employee polygraph protection act, garnishment of wages, family and medical leave act, veterans' preference, government contracts, grants, or financial aid, migrant and seasonal agricultural workers, mine safety and health, construction, transportation, plant closings and layoffs.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These mandates and the regulations that implement them cover many workplace activities for about 150 million workers and 10 million workplaces.

Following is a brief description of many of DOL's principal statutes most commonly applicable to businesses, job seekers, workers, retirees, contractors and grantees. This brief summary is intended to acquaint you with the major labor laws and not to offer a detailed exposition. For authoritative information and references to fuller descriptions on these laws, you should consult the statutes and regulations themselves.

The Fair Labor Standards Act prescribes standards for wages and overtime pay, which affect most private and public employment. The act is administered by the Wage and Hour Division . It requires employers to pay covered employees who are not otherwise exempt at least the federal minimum wage and overtime pay of one-and-one-half-times the regular rate of pay. For nonagricultural operations, it restricts the hours that children under age 16 can work and forbids the employment of children under age 18 in certain jobs deemed too dangerous. For agricultural operations, it prohibits the employment of children under age 16 during school hours and in certain jobs deemed too dangerous.

The Wage and Hour Division also enforces the labor standards provisions of the Immigration and Nationality Act that apply to aliens authorized to work in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

The Occupational Safety and Health (OSH) Act is administered by the Occupational Safety and Health Administration (OSHA) . Safety and health conditions in most private industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector employers. Employers covered by the OSH Act must comply with OSHA's regulations and safety and health standards. Employers also have a general duty under the OSH Act to provide their employees with work and a workplace free from recognized, serious hazards. OSHA enforces the law through workplace inspections and investigations. Compliance assistance and other cooperative programs are also available.

If you worked for a private company or a state government, you should contact the workers' compensation program for the state in which you lived or worked. The U.S. Department of Labor's Office of Workers' Compensation Programs does not have a role in the administration or oversight of state workers' compensation programs.

The Longshore and Harbor Workers' Compensation Act , administered by The Office of Workers Compensation Programs (OWCP) , provides for compensation and medical care to certain maritime employees (including a longshore worker or other person in longshore operations, and any harbor worker, including a ship repairer, shipbuilder, and shipbreaker) and to qualified dependent survivors of such employees who are disabled or die due to injuries that occur on the navigable waters of the United States, or in adjoining areas customarily used in loading, unloading, repairing or building a vessel.

The Energy Employees Occupational Illness Compensation Program Act is a compensation program that provides a lump-sum payment of $150,000 and prospective medical benefits to employees (or certain of their survivors) of the Department of Energy and its contractors and subcontractors as a result of cancer caused by exposure to radiation, or certain illnesses caused by exposure to beryllium or silica incurred in the performance of duty, as well as for payment of a lump-sum of $50,000 and prospective medical benefits to individuals (or certain of their survivors) determined by the Department of Justice to be eligible for compensation as uranium workers under section 5 of the Radiation Exposure Compensation Act.

The Federal Employees' Compensation Act (FECA) , 5 U.S.C. 8101 et seq., establishes a comprehensive and exclusive workers' compensation program which pays compensation for the disability or death of a federal employee resulting from personal injury sustained while in the performance of duty. FECA, administered by OWCP, provides benefits for wage loss compensation for total or partial disability, schedule awards for permanent loss or loss of use of specified members of the body, related medical costs, and vocational rehabilitation.

The Black Lung Benefits Act provides monthly cash payments and medical benefits to coal miners totally disabled from pneumoconiosis ("black lung disease") arising from their employment in the nation's coal mines. The statute also provides monthly benefits to a deceased miner's survivors if the miner's death was due to black lung disease.

Employee Benefit Security

The Employee Retirement Income Security Act (ERISA) regulates employers who offer pension or welfare benefit plans for their employees. Title I of ERISA is administered by the Employee Benefits Security Administration (EBSA) and imposes a wide range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare benefit plans and on others having dealings with these plans. These provisions preempt many similar state laws. Under Title IV, certain employers and plan administrators must fund an insurance system to protect certain kinds of retirement benefits, with premiums paid to the federal government's Pension Benefit Guaranty Corporation . EBSA also administers reporting requirements for continuation of health-care provisions, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group plans under the Health Insurance Portability and Accountability Act (HIPAA) .

The Labor-Management Reporting and Disclosure Act of 1959 (also known as the Landrum-Griffin Act) deals with the relationship between a union and its members. It protects union funds and promotes union democracy by requiring labor organizations to file annual financial reports, by requiring union officials, employers, and labor consultants to file reports regarding certain labor relations practices, and by establishing standards for the election of union officers. The act is administered by the Office of Labor-Management Standards .

Most labor and public safety laws and many environmental laws mandate whistleblower protections for employees who complain about violations of the law by their employers. Remedies can include job reinstatement and payment of back wages. OSHA enforces the whistleblower protections in most laws.

Certain persons who serve in the armed forces have a right to reemployment with the employer they were with when they entered service. This includes those called up from the reserves or National Guard. These rights are administered by the Veterans' Employment and Training Service .

This law bars most employers from using lie detectors on employees, but permits polygraph tests only in limited circumstances. It is administered by the Wage and Hour Division .

Garnishment of employee wages by employers is regulated under the Consumer Credit Protection Act which is administered by the Wage and Hour Division .

Administered by the Wage and Hour Division , the Family and Medical Leave Act (FMLA) requires employers of 50 or more employees to give up to 12 weeks of unpaid, job-protected leave to eligible employees for the birth or adoption of a child or for the serious illness of the employee or a spouse, child or parent.

Veterans and other eligible persons have special employment rights with the federal government. They are provided preference in initial hiring and protection in reductions in force. Claims of violation of these rights are investigated by the Veterans' Employment and Training Service .

Recipients of government contracts, grants or financial aid are subject to wage, hour, benefits, and safety and health standards under:

Administration and enforcement of these laws are by the Wage and Hour Division . The Office of Federal Contract Compliance Programs administers and enforces three federal contract-based civil rights laws that require most federal contractors and subcontractors, as well as federally assisted construction contractors, to provide equal employment opportunity. The Office of the Assistant Secretary for Administration and Management's Civil Rights Center administers and enforces several federal assistance based civil rights laws requiring recipients of federal financial assistance from Department of Labor to provide equal opportunity.

The Migrant and Seasonal Agricultural Worker Protection Act regulates the hiring and employment activities of agricultural employers, farm labor contractors, and associations using migrant and seasonal agricultural workers. The Act prescribes wage protections, housing and transportation safety standards, farm labor contractor registration requirements, and disclosure requirements. The Wage and Hour Division administers this law.

The Fair Labor Standards Act (FLSA) exempts agricultural workers from overtime premium pay, but requires the payment of the minimum wage to workers employed on larger farms (farms employing more than approximately seven full-time workers. The Act has special child-labor regulations that apply to agricultural employment; children under 16 are forbidden to work during school hours and in certain jobs deemed too dangerous. Children employed on their families' farms are exempt from these regulations. The Wage and Hour Division administers this law. OSHA also has special safety and health standards that may apply to agricultural operations.

The Immigration and Nationality Act requires employers who want to use foreign temporary workers on H-2A visas to get a labor certificate from the Employment and Training Administration certifying that there are not sufficient, able, willing and qualified U.S. workers available to do the work. The labor standards protections of the H-2A program are enforced by The Wage and Hour Division .

The Federal Mine Safety and Health Act of 1977 (Mine Act) covers all people who work on mine property. The Mine Safety and Health Administration (MSHA) administers this Act.

The Mine Act holds mine operators responsible for the safety and health of miners; provides for the setting of mandatory safety and health standards, mandates miners' training requirements; prescribes penalties for violations; and enables inspectors to close dangerous mines. The safety and health standards address numerous hazards including roof falls, flammable and explosive gases, fire, electricity, equipment rollovers and maintenance, airborne contaminants, noise, and respirable dust. MSHA enforces safety and health requirements at arround 13,000 mines, investigates mine accidents, and offers mine operators training, technical assistance and compliance assistance.

Several agencies administer programs related solely to the construction industry. OSHA has occupational safety and health standards for construction ; The Wage and Hour Division , under Davis-Bacon and related acts, requires payment of prevailing wages and benefits; The Office of Federal Contract Compliance Programs enforces Executive Order 11246 , which requires federal construction contractors and subcontractors, as well as federally assisted construction contractors, to provide equal employment opportunity; the anti-kickback section of the Copeland Act precludes a federal contractor from inducing any employee to sacrifice any part of the compensation required.

Most laws with labor provisions regulating the transportation industry are administered by agencies outside the Department of Labor. However, longshoring and maritime industry safety and health standards are issued and enforced by OSHA . The Longshoring and Harbor Workers' Compensation Act , requires employers to assure that workers' compensation is funded and available to eligible employees. In addition, the rights of employees in the mass transit industry are protected when federal funds are used to acquire, improve, or operate a transit system. Under the Federal Transit law, the Department of Labor is responsible for approving employee protection arrangements before the Department of Transportation can release funds to grantees.

Such occurrences may be subject to the Worker Adjustment and Retraining Notification Act (WARN) . WARN offers employees early warning of impending layoffs or plant closings. The Employment and Training Administration (ETA) provides information to the public on WARN, though neither ETA nor the Department of Labor has administrative responsibility for the statute, which is enforced through private action in the federal courts.

Some of the statutes and regulations enforced by the U.S. Department of Labor require that notices be provided to employees and/or posted in the workplace. DOL provides free electronic and printed copies of these required posters.

The elaws Poster Advisor can be used to determine which poster(s) employers are required to display at their place(s) of business. Posters, available in English and other languages, may be downloaded and printed directly from the Advisor. If you already know which poster(s) you are required to display, see below to download and print the appropriate poster(s) free of charge.


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  7. Job Requirements: What Are They?

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