Arkansas Public Employees Chemical Right to Know Act Poster
The Public Employees Chemical Right to Know Act is an Arkansas job safety law poster provided for businesses by the Arkansas Department Of Labor. This notification is required for some employers, such as all state, county and municipal employers.
This mandatory poster is a informative posting concerning the rights of public employees in handling chemicals. It clearly outlines the duties of public employers' which includes proper posting, handling, labeling, and tracking of all hazardous chemicals used and stored. Instructions for how complaints and investigations are also included.
ARKANSAS DEPARTMENT OF LABOR AND LICENSING NOTICE TO EMPLOYER AND EMPLOYEE Act 556 of 1991 entit led the PUBLIC EMPLOYEES' CHEMICAL RIGHT TO KNOW ACT PURPOSE The purpose of this law is to provide public employees access to training and inform ation concerning hazardous chemicals in order to enable them to minimize their exposure to such chemicals and protect their health, safety and welfare. PUBLIC EMPLOYERS' DUTIES Public employers are responsible for the following as set out by the law: 1. Post adequate notice to inform employees of their rights 2. Ensure proper chemi cal labeling a. Existing labels on cont ainers of hazardous chemicals are not to be removed b. If a chemical is transf erred to another container, it must also be labeled with the name and appropriate warnings, as provided in this law c. A public employer is not required to label chemicals that have been transferred to a portable container by an employee when that employee is going to immediately use the chemical. 3. Maintain and make material safety data sheets available a. Chemical manufacturers and distributors must provide public employers with the appropriate MSDSs within the prescribed times b. Public employers must maintain current copies of each MSDS and have them available to employees and their designated representatives upon request within the prescribed time c. The employer must not require an employee to work with a chemical until a MSDS can be furnished except as indicated by this law d. An employee who declin es to work with a chemical may not be penalized e. Public employers shall provide a copy of MSDSs to the Director of Labor upon request 4. Compile and maintain a workplace chemical list for hazardous chemicals used, generate d, or stored in amounts of 55 gallons or 500 pounds or more a. The Workplace Chemical List must show the chemical or common name used on the MSDS and/or the container label, the Chem ical Abstracts Service Number and the work area where it will normally be used, generated, or stored b. Chemical lists shall be filed with the Director of Labor no later than October 14, 1991, updated when necessary, and refiled July 1 of each year 5. Provide employees with information and training a. The Director of Labor is responsible for maintaining a general information and training assistance program to aid public employers b. Additional training must be provided when a new hazard is introduced, when new information is received, or before new employees are assigned to a job c. Information and training programs must meet the requirements specified in the law and in the regulations of the Director of Labor. d. Information and training programs must be developed by January 15, 1992, a nd initial information and training must be provided prior to July 15, 1992. Employers must keep a record of the dates of training sessions given to their employees. e. The Director of Labor's rules and regulations concerning refresher training and training exemptions must be followed 6. Handle trade secrets in acco rdance with provisions set out in the law a. The Director of Labor can request data substantiating a trade secret claim when asked to by an employee, designated representative, or public employer b. All information will be kept confidential PUBLIC EMPLOYEES' RIGHTS Public employees who may be exposed to hazardous chemicals m ust be informed and shall have access to the Workplace Chemical List, MSDSs for the chemicals on the list, and information and training as provided in this act. A public employee cannot be disciplined, discharged o r discriminated against for requesting information, filing a complaint, assisting an inspector of the Department of Labor and Licensing, causing any complaint or pro ceeding to be instituted, testifying in any proceeding, or exercising any right afforded by this law. Any waiver of the benefits or requirement of this law are a violation and are therefore null and void. COMPLAINTS AND INVESTIGATIONS The Director of the Department of Labor will investigate written and oral comp laints from public employees concerning violations of this law. The Director or his designated representative has the authority to enter the workplace and conduct a thor ough investigation of the complaint as specified by this law. ENFORCEMENT If the Director of Labor finds a public employer in violation of this law, he shall issue an order to cease and desist the act o r omission constituting the violation. If the Director of Labor finds that a public employer has failed to provide the required information and training by the prescribed time, he may conduct the program and charge the employer for the costs incurred. Violation of this act shall be cause for adverse personnel action against the responsible supervisor as set out in this act. CAUSE OF ACTION - ATTORNEY FEES Any citizen denied their rights under this law may comm ence civil action in circuit court and the court shall hear the petition within seven days. The court shall have the jurisdiction to restrain violations of this act and to order all appropriate relief. Those who refuse to comply with these orders will be in contempt of court. Attorney fees and court costs will be assessed to the defendant and plaintiff as set out by the law. NO EFFECT ON OTHER LEGAL DUTIES The provision of information to a public employee do es not affect the liability of the employer with regard to the health and safety of the employee, or the employer's responsibility to prevent the occurrence of occupational disease. The provision of information to an employee also does not affect any other duty or responsibility of a chemical manufacturer or distributor to warn users of a hazardous chemical. ARKANSAS DEPARTMENT OF L AB OR AND L ICENSING 9 00 West Capitol Avenue; Suite 400 Little Rock, Arkansas 72201 PH. (50 1) 682-4500 EMPLOYERS ARE REQUIRED TO POST THIS NOTICE IN A CONSPICUOUS PLACE
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More Arkansas Labor Law Posters 6 PDFS
Minimum-Wage.org provides an additional five required and optional Arkansas labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.
|Arkansas Poster Name||Poster Type|
|Required Workers’ Compensation Notice and Instructions to Employers and Employees (Form P)||Workers Compensation Law|
|Required No Bare-Hand Contact - Glove Use||Food Service|
|Required Employee Reporting Requirements & Handwashing||Food Service|
|Required Public Employees Chemical Right to Know Act||Job Safety Law|
|Required Human Trafficking Poster (Bilingual)||Human Trafficking Law|
List of all 6 Arkansas labor law posters
Arkansas Labor Law Poster Sources:
- Original poster PDF URL: https://www.labor.arkansas.gov/wp-content/uploads/2020/08/Chemical_Right_poster2019.pdf , last updated February 2017
- Arkansas Labor Law Poster Page at http://www.labor.arkansas.gov/required-postings-for-arkansas-employers
- Arkansas Department Of Labor at http://www.labor.arkansas.gov/
Labor Poster Disclaimer:
While Minimum-Wage.org does our best to keep our list of Arkansas labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.