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Rhode Island Free Printable Labor Law Posters Posters Rhode Island RI-DLT Combination Poster Required

 RI-DLT Combination Poster PDF

The RI-DLT Combination Poster is a labor law posters poster by the Rhode Island Department Of Labor and Training. This is a mandatory posting for all employers in Rhode Island, and businesses who fail to comply may be subject to fines or sanctions.

This poster, in English, serves to combine all Rhode Island Department of Labor required postings into a single posting for all employees to read.


RI All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Rhode Island and Federal poster requirements by clicking here .

Attention Employees - MINIMUM WAGE - Rhode Island	RHODE ISLAND PARENTAL AND FAMILY MEDICAL LEAVE ACT	
Enforcement -	 DLT may bring criminal action 
against any employer who pays substandard wages 
to an employee, and may seek, upon conviction, a 
penalty up to $500 and/or imprisonment of  up to 
90 days. Each week an employer fails to pay the 
applicable minimum wage constitutes a separate 
violation.	
 	
Any employer who hinders or delays the DLT Director 
or authorized representative in the performance 
of  duties in the enforcement of  the law; refuses 
to admit the Director or said representative to 
any place of  employment; fails to make, keep, and 
preser ve, any records as required; falsifies any such 
record; refuses to make such record accessible to 
the Director or said representative upon demand; or 
refuses to furnish a sworn statement of  such record 
or any other information needed for the proper 
enforcement of  this law, shall be deemed in violation 
and subject to a fine of  up to $500. Each day such 
violation occurs constitutes a separate offense.
Visit  www.dlt.ri.gov/ls  or call (401) 462-WAGE 
(9243)	
 for more information.	
DLT-L-58 (Rev. 1/2019) Overtime Pay
 - 
At least 1½ times the regular rate of 
pay for all  hours worked over 40 in 	

any one workweek.  The 
law contains exemptions from minimum wage and/or overtime 
pay requirements for certain occupations or establishments.

Mandatory Nurse Overtime
  - 
a hospital may 
not require cer tain nurses and cer	

tified nurse assistants 
to work over time except in an unforeseeable emergency.
Minimum Shift Hours  - Employees requested or 
permitted to repor t for duty at the beginning of  a work 
shift must be provided with 3 hours work or 3 hours 
wages. Retail establishment employees must be provided 
with 4 hours work on Sundays and Holidays.
Child Labor  	
- Employees must be at least 16 years 
old to work in most nonfarm jobs and 18 to work in 
nonfarm jobs declared hazardous by the  U.S. Secretary 
of  Labor . Youths 14 and 15 may work, with a special 
permit issued by local school officials, in various jobs 
outside school hours under cer
tain conditions. Different 
rules apply to agriculture employment.	
Employer	
 s with 50 or more employees must grant an unpaid leave of  absence upon the request of  an 
eligible employee, for 13 consecutive weeks in any two calendar years, under cer tain conditions. 
Employees are Eligible  to apply for leave if  they work full-time, an average of  30 hours or more 
per week and have been employed continuously for at least 12 months.	
 	
Purpose of Leave 	- Under the Act, the leave must be for one or more of  the following reasons:
1. Bir th of  a child of  an employee.
2. Placement of  a child 16 years of  age or less with an employee in connection with the adoption of such child by the employee.
3.	
“Serious illness” of  the employee or the employee’s parent, spouse, child, mother-in-law, or father-in-law.(Serious Illness is defined to mean a disabling physical or mental illness, injury, impairment or
condition that involves in-patient care in a hospital, nursing home, hospice or out-patient care
requiring continuing treatment or super vision by a health care provider).	
Requests for Leave - To be entitled to the leave, the employee must give at least 30 days notice 
of  the intended date upon which the requested leave is to begin and end, unless prevented by medical 
emergency from doing so. Employees may be requested to provide written cer tification from the 
physician of  the person who is the reason for the leave request, which cer tification shall specify the 
probable duration of  the requested leave.  
School Involvement Leave 	
- An employee who has been employed for 12 consecutive months is 
entitled to 10 hours of  leave during any 12-month period to attend school conferences or other school-related 
activities for a child of  whom the employee is the parent, foster parent, or guardian. A notice of  24 hours prior 
to the leave must be given to the employer by the employee. The leave is not required to be paid; however, an 
employee may substitute any accrued paid vacation leave or other appropriate paid leave.  	
Use of Sick Leave by Adoptive Parent 	- Any employer who allows sick time or sick leave of  
an employee to be used after the bir th of  a child shall allow the same time to be used for the placement 
of  a child 16 years of  age or less with an employee in connection with the adoption of  the child by the employee.  	
Continuation of Health Benefits	 - Prior to the commencement of  leave, the employee must pay his 
employer a sum equal to the premium required to maintain the employee’s health benefits in force during the period 
of  leave, which sum is required to be returned to the employee within 10 days following return to work. 	
Return from Leave - Employees who are granted leave under the Act are entitled to be restored to 
the position held when the leave commenced, or to a position with equivalent seniority, status, employment 
benefits, pay and other terms and conditions of  employment, including all fringe benefits and ser vice 
credits that the employee had been entitled to at the commencement of  the leave. 
Prohibited Acts	
 - It is unlawful for any employer to interface with, restrain or deny employees the rights 
provided under the Act. Any discrimination or disciplinary action taken against an employee for exercising 
these rights under the Act, or for opposing any practice made unlawful by the Act, is also prohibited.  	
Enforcement - Alleged violations of  the Act may be complained of  (1) in a civil action brought by an 
employee, (2) by a complaint filed with the DLT Director. Civil penalties are provided for violations of  the 
Act or any order issued by the Director of  Labor and Training.   	
  (Rev. 01/2018)	
Prevailing Wage for work on State/Municipal Financed Construction Project
Prevailing Wage	 - Workers must not be paid less than the Davis Bacon wage rate for each trade 
listed on the Wage Determination schedule posted with this notice.  Overtime rate applies when 
working over 8 hours a day or 40 hours a week. 	
Apprentice  	rates apply only to properly registered 
apprentices in approved state apprenticeship programs. 	
Workers who do not receive 	Proper Pay  	may file a complaint with the DLT; claims will be investigated. 
Contact the Prevailing Wage Unit at (401) 462-8580, option #7  for more information. RI General Law 	
§37-13-17 also provides for a private right of  action to collect wages and benefits.     	DLT-L-39 (Rev. 1/2018) Effective
 JANUARY 1,  202	
3   -  THIS LAW PROVIDES
HOURLY MINIMUM WAGE FOR ALL EMPL O	
YEES  $	13.00	
EXCEPT:	 	Full-time students under 
19	 years of  age working in a non-profit	  $	11.	70	
religious, educational, librarial or community ser vices organization.        	(90% of Minimum Wage)
  Minor	
 
s 14 and 15 years of  age working not more than 24 hours in a week.       $9.75	(75% of Minimum Wage)	
Employees receiving gratuities (as of  Jan. 1, 2017):	 	$3.89	
Notice to All Employees - Information Employers Must Post	
Rhode Island Department of  Labor and Training (DLT) 	
                                                 
                                              
Pursuant to RI General Law §28-57, you are entitled to sick and safe leave to address your own health 
and safety needs as well as those of  your family. This leave may or may not be paid depending on the size 
of  your employer and other factors as detailed in the law. 
Visit www.dlt.ri.gov/wrs or call (401) 462-WAGE (9243) for more information.	(Rev. 1/2018)	
HEALTHY AND SAFE FAMILIES and WORKPLACES ACT

RHODE ISLAND RIGHT-TO-KNOW 
Ignoring This Poster Can Be Hazardous To Your Health	
You Are Protected under Provisions of the 	RI EMPLOYMENT SECURITY 
ACT and the TEMPORARY DISABILITY INSURANCE ACT 	
  	
UNEMPLOYMENT INSURANCE BENEFITS	
If  you become totally/par tially unemployed:	 
1. File your claim for benefits with the DLT 	the same week you are unemployed or working reduced hours.	
2.File your claim online at  www.dlt.ri.gov/ui or by telephone at (401) 243-9100. 	Visit www.dlt.ri.gov/ui  for hours of	
operation. For more information, visit  www.dlt.ri.gov/ui or call (401) 243-9100.
3. Monday is a high-volume telephone day; you may prefer to file your claim later in the week. You will need your Social Security number and name, address and telephone numbers of  your employers for the last two years.
If  you are not a U.S. citizen, your alien registration number is required.
4. To collect unemployment benefits, the law requires that you must:
a. Be unemployed through no fault of  your own,
b. Have earned minimum qualifying wages while you were working,
c. Be physically able to work, available for work, and actively seeking work, and
d. Register for work with DLT.
     	
TEMPORARY DISABILITY INSURANCE BENEFITS 	
Eligible for TDI Benefits  - If  you have become ill or injured and meet all of  the requirements, you may be 
entitled to receive benefits: 1. You are unemployed due to illness, surgery, or injury for a minimum of  seven consecutive days or more, and
2. You are under the care of  an approved Qualified Health Care Provider and
3. You have a timely exam: an in-office physical exam the week within the calendar week in which the first day
      of  unemployment due to sickness occurs or within the calendar week prior or subsequent thereto.  4. You earned enough qualifying wages during the base period to be monetarily eligible.
Eligible for Temporary Caregiver Insurance Benefits	 - If  you are caring for a seriously ill: child, spouse,
parent, parent in-law, grandparent, domestic par tner or you are bonding with a newborn child, adopted child or foster child
within the first 12 months of  parenting; you may be eligible to receive benefits if  you meet the following requirements:	
1. You are unemployed because you are caring for a seriously ill family member or bonding with a child and
2. You provide the depar tment with the required medical evidence of  the seriously ill family member and your
       need to care for him/her or the required proof  of  parent child relationship for bonding claims and 3. You earned enough in qualifying wages to be monetarily eligible.
To Apply  	
- Complete a TDI/TCI application. TDI claims must be filed within 90 days of  the first	  week out of  work due 	
to illness. The DLT Director may extend this period up to 26 weeks if  the individual can show a good medical reason 
for the delay in filing. TCI claims must be filed within	 30 days after the 	first day of  leave is taken for reasons of  bonding 
or caregiving. TDI/TCI application may be obtained online at  www.	
dlt.ri.gov/tdi. or call (401) 462-8420, Option #1 to 
request an application be mailed to you. For more information, visit  www.dlt.ri.gov/tdi or call (401) 462-8420.	
NOTE: You may be entitled to a refund of  a por tion of  your contributions if  during the calendar year TDI contributions were 
deducted from your pay by more than one employer. Information may be obtained regarding a refund by calling (401) 574-
8700 or writing to the RI Division of  Taxation, Employer Tax Section, One Capitol Hill, Suite 36, Providence, RI 02908-5829.	
EMPLOYMENT AND TRAINING SERVICES	
If  you need help finding a job, DLT offers free employment and training related ser vices including:
1. Job referral and placement ser vices.
2. Resource rooms with a wide range of  employment and training resources.
3. Career counseling and testing to help assess aptitudes and interests.
4. Internet access for employment and training information.
5. Job Search workshops to help you develop inter viewing skills.
6. Résumé writing seminars to help you create an effective résumé and cover letter. Visit 
dlt.ri.gov  for a location near you. You can access many services online at  www.employri.org	
 . 	
 DLT-TX-6  (Rev.  1/2019)    	
WORKERS’ COMPENSATION ACT of the State of Rhode Island
In accordance with RI General Law §28-32-1, employers must repor t to the DLT Director every personal 
injury sustained by an employee if  the injury incapacitates the employee from earning full wages for at 
least 3 days or requires medical treatment, regardless of  the period of  incapacity. If  the injury proves 
fatal, the repor t must be filed within 48 hours. If  not fatal, the repor t shall be made within 10 days of  the 
injury. 
An injured employee shall have freedom to choose medical treatment initially. The employee’s first visit to 
any facility under contract or agreement with the employer or insurer to provide priority care shall not be 
considered the employee’s initial choice. For more information, call the Education Unit at (401) 462-8100, 
press #1. If  you suspect fraud, contact the Fraud Prevention Unit at (401) 462-8100, press #7.	
  	DWC-8 (Rev. 1/2013)	
Workers’ Compensation Insurance Company:
Adjusting Company:
Telephone: 	         Policy Effective Date:	
BAN-THE-BOX	
Pursuant to RI General Law §28-6.14-1, it is unlawful for an employer to include on a job application 
any questions regarding whether an applicant has ever been arrested, charged with or convicted of  any 
crime. Limited exceptions exist for law enforcement agencies and related positions. Employers in violation 
of  this law may be fined between $100-$500 per offense. 
Visit www.dlt.ri.gov/ls  or call (401) 462-WAGE (9243) for more information. 	
(Rev. 1/2018)	
Under the RI Right-To-Know Law, your employer must tell you about the dangers of any 
hazardous substances in your workplace. You have a right to know:	
 	
• the common name or trade names of	  the substance, including the chemical name;	
• the level at w	hich exposure to the substance is hazardous, if  known;	
• the effects and symptoms of	  exposure at hazardous levels;	
• the potential for f	lammability, explosion and reactivity of  the substance;	
• appropriate emergency treatment;
• proper pr	ocedures for the safe use of  and exposure to the substance;	
• proper pr	otective equipment for safe use; and	
• procedur	es for clean-up of  leaks and spills.
Your employer must provide you with the above information. If  he or she has not, make sure you ask 
about it. Your company representative is: ________________________________________
The Right-To-Know Law was created to protect you. Visit  http://www.dlt.ri.gov/
occusafe or call (401)462-8570, option #4 for more information.
“Because not knowing about the hazardous substances you work with is the greatest hazard of  all.”	
DLT-L-47 The RI Right-To-Know Law (Rev. 1/2018	
RI General Laws  §28-29-13,  §28-44-38 and §28-41-15 state that these notices  must be posted and maintained in conspicuous places where workers are employed . Fines may be imposed for noncompliance. 
DLT is an equal oppor tunity employer/program, auxiliary aids and ser vices are available on request to individuals with disabilities.  TTY via RI Relay 711 1/2019 MDF

Other Rhode Island Labor Law Posters 4 PDFS

There are an additional 22 optional and mandatory Rhode Island labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.


View all 23 Rhode Island labor law posters


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Source: http://www.laborposters.org/rhode-island/1415-combination-poster-poster.htm