# Where should my company post the rules about taking time off for family emergencies?

- Jurisdiction: United States
- Practice area: Tenancy Law
- Published: 2026-11-04
- Last updated: 2026-11-04
- Canonical: https://lawasked.com/us/tenancy-law/where-should-my-company-post-rules-about-taking

## Question

I have been working as a warehouse associate at a large distribution center in Ohio for about three years now. Over the last two months, specifically since early January, I have noticed that there is absolutely no information posted anywhere regarding our rights to take unpaid leave for medical reasons or to care for a newborn. I checked the breakroom, the main entrance, and the bulletin board near the time clock where they usually post the monthly schedule and safety warnings, but there is nothing there about leave policies or how to file a complaint if our rights are violated. I even asked my supervisor, Mike, during our shift on Tuesday if there was a handbook or a flyer somewhere that explains these protections, but he just shrugged and told me to check the company website, which is incredibly confusing and hard to navigate. I tried looking through the digital portal too, but I couldn't find any official notices or summaries of our rights. I am wondering if my employer is actually required to have these specific notices physically displayed in a common area like the breakroom or near the clock, and what happens if they are intentionally hiding this information from us?

## Summary

Yes, your employer is required to physically post notices about your rights to take leave for medical reasons or to care for a newborn. Under the Family and Medical Leave Act (FMLA), these notices must be displayed in common areas where employees usually see them.

## Analysis

Based on your situation at the distribution center, your employer appears to be failing its legal obligation regarding the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees with unpaid leave for specific reasons, such as the birth of a child or a serious health condition [2]. 

Regarding where these rules must be shown, the law is very specific. Each employer shall "post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted" [1]. This means that because you usually see schedules and safety warnings in the breakroom or near the time clock, those are exactly the types of "conspicuous places" where the FMLA summary and information on how to file a complaint should be located [1]. 

Simply telling you to check a confusing website or a digital portal does not satisfy the requirement to have these notices physically posted in common areas [1]. If your employer is intentionally hiding this information, they may be in violation of the law. A "willful violation"—which means an employer knows they are breaking the rule and does it anyway—can result in a civil money penalty of up to $100 for each separate offense [1]. 

It is currently unclear if your employer's failure to post these notices is a deliberate attempt to hide your rights or simply an administrative error. However, the law requires the notice to be prepared or approved by the Secretary of Labor and must include information on how to file a charge (a formal complaint) [1].

State, provincial, or local laws may add further rules regarding leave and notice requirements, so you should check Ohio-specific employment regulations.

## Statutory citations

- Family and Medical Leave Act of 1993, 29 U.S.C. § 2619 - Notice [in force] (https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section2619)
  > Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted, a notice... setting forth excerpts from, or summaries of, the pertinent provisions of this subchapter and information pertaining to the filing of a charge.
- Family and Medical Leave Act of 1993, 29 U.S.C. § 2612 - Leave requirement [in force] (https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section2612)
  > an eligible employee shall be entitled to a total of 12 workweeks of leave... Because of the birth of a son or daughter of the employee... Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee.

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