Employee Polygraph Protection Act (EPPA) Poster in Buffalo, New York (2026)
Without the federally mandated Employee Polygraph Protection Act (EPPA) Poster displayed, your Buffalo restaurant is exposed to investigations and fines by the U.S. Department of Labor’s Wage and Hour Division. This federal notice, also called a workplace rights poster, must be posted in a conspicuous location accessible to all employees to comply with the EPPA. Key facts:
- 12 fields on the form — ApronPrep auto-fills 10 of them
- $0 government filing fees — the poster itself is free to obtain
- Timeline varies — immediate display is required once you obtain the poster
Analyzed from Employee Polygraph Protection Act (EPPA) Poster
83% from one compliance interview
Manual entry or document upload required
Why You Need a Employee Polygraph Protection Act (EPPA) Poster
The Employee Polygraph Protection Act (EPPA) Poster is a mandatory federal workplace notice. The requirement is established by the U.S. Department of Labor under the Employee Polygraph Protection Act of 1988 (29 U.S.C. §§ 2001–2009). It is not a local Buffalo or New York State ordinance; it applies uniformly to all covered employers across the country. The poster must be displayed alongside other federally mandated labor law posters, including those for the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, and Service Contract Act. While the City of Buffalo does not issue this poster, compliance is enforced by the federal Wage and Hour Division, and failure to display it is a violation of federal law.
Forgetting this single-page notice can trigger significant penalties during a U.S. Department of Labor audit or employee complaint. The consequences are not hypothetical—they are financial and operational. Based on enforcement data, the primary risks for non-compliance include:
- Civil money penalties: While the EPPA itself authorizes penalties up to $25,912 for willful or repeated violations, an inspector will cite all missing posters. This can compound with penalties for other missing notices, such as the FMLA or FLSA posters, which carry their own fines.
- Increased liability in disputes: In employment litigation, a missing required poster can be used as evidence of a disregard for employee rights, potentially weakening your defense in wage, hour, or discrimination cases.
- Operational disruption: A DOL investigation triggered by a missing poster can expand into a full audit of payroll, time records, and child labor compliance, consuming management time and resources for weeks.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In 2024, the U.S. Department of Labor issued updated versions of several mandatory posters; while the core EPPA poster content has not changed recently, the 2026 version reflects current formatting and accessibility standards, and using an outdated version from prior years is a compliance risk.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | The EPPA applies to any private employer engaged in interstate commerce, which includes almost all restaurants with employees, as per the federal Department of Labor Wage and Hour Division regulations. |
| Bar / Nightclub | Required | Required, as establishments selling alcohol with employees are covered employers under the federal EPPA (29 U.S.C. § 2001 et seq.), with no industry-specific exemption for bars. |
| Food Truck | Required | Required; mobile food service operations with employees are considered employers under the EPPA, and the poster must be displayed at a central workplace location accessible to all staff. |
| Coffee Shop / Café | Required | Required for any café with employees, as the EPPA's coverage is based on employer status in interstate commerce, not on the type of food or beverage served. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (12 Fields)
10 of 12 auto-filledBusiness Has Employees
booleanAnswer 'Yes' only if you have hired any employees, as the EPPA poster requirement under the Federal DOL only applies to employers; a sole proprietor with no hires is exempt.
COMMON MISTAKE: Selecting 'Yes' if you are the only worker, which incorrectly triggers the requirement and can lead to a non-compliance finding during a DOL audit.
Number of Employees
numberEnter the exact count of all current employees, including part-time staff, as this determines the number of mandatory display locations per DOL guidelines.
COMMON MISTAKE: Entering a range (e.g., '1-5') or an inaccurate number, which can mislead inspectors about the scale of compliance needed.
Primary Workplace Address
addressEnter the complete physical address where the poster must be displayed in a conspicuous place, such as '123 Main St, Buffalo, NY 14203'.
COMMON MISTAKE: Using a P.O. Box or the business owner's home address, which is not a valid display location per DOL visibility requirements.
Has Multiple Work Locations
booleanSelect 'Yes' if employees report to or work from more than one address, as a poster is required at each distinct worksite.
COMMON MISTAKE: Incorrectly answering 'No' for multi-site operations like food trucks or a central kitchen with a separate service location.
Poster Display Location Description
textDescribe the precise, conspicuous spot where the poster is or will be posted (e.g., 'Break room bulletin board next to time clock' or 'Employee entrance hallway').
COMMON MISTAKE: Providing a vague description like 'in the back' or failing to specify a location accessible to all employees.
Currently Has EPPA Poster Displayed
booleanAnswer truthfully—'Yes' if the official poster is currently posted, 'No' if you are acquiring it now to comply.
COMMON MISTAKE: Claiming 'Yes' when the poster is not yet displayed, which creates a false record of compliance.
Current Poster Is Official DOL Version
booleanConfirm 'Yes' only if your poster is the exact, updated 2026 version from the DOL website; using an outdated or generic version does not satisfy the law.
COMMON MISTAKE: Assuming any 'labor law' poster meets the requirement; the EPPA poster is a specific, standalone document.
Poster Download Date
dateEnter the date you obtained the poster from the DOL's official website, which establishes your timeline for compliance.
COMMON MISTAKE: Leaving blank or entering an incorrect future date, which can invalidate your compliance record.
Poster Display Date
dateEnter the date the poster was physically posted, which must be within a reasonable time (typically 1-2 business days) after download or acquisition.
COMMON MISTAKE: Entering a date significantly later than the download date without explanation, suggesting non-compliance.
Confirms Understanding of Display Requirements
booleanSelecting 'Yes' affirms you understand the poster must be in a conspicuous location, accessible to all employees, and not obstructed.
COMMON MISTAKE: Selecting 'No' or skipping, which indicates a lack of understanding of the legal obligation and can void the filing.
ApronPrep auto-fills 10 of 12 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Employee Polygraph Protection Act (EPPA) Poster Mistakes
1. Displaying an Outdated or Incomplete Poster
Hanging the generic federal EPPA poster without including required New York-specific labor law notices alongside it. The U.S. Department of Labor (DOL) requires the federal poster to be displayed, but Buffalo restaurants must also post the New York State Minimum Wage and Paid Sick Leave notices in a conspicuous area. Displaying only the federal EPPA poster can lead to a citation for non-compliance, typically starting with a written warning and potential fines for repeat violations. Avoid this by creating a dedicated labor law poster station with all required federal and state notices clearly visible to employees.
2. Placing the Poster in an Inaccessible Location
Posting notices in a back office, manager's office, or another area where employees do not regularly go. The law requires posters to be placed where they can be easily seen by all employees, such as a break room, near time clocks, or a common hallway. If an inspector or employee complaint finds the poster is not readily accessible, the restaurant is considered non-compliant, which can trigger an investigation and delay resolution of any related claims. Ensure the poster is in a high-traffic employee area, at eye level, and free from obstructions.
3. Using Illegible or Damaged Posters
Displaying a poster that is faded, torn, laminated (causing glare), or printed at a small font size that is difficult to read. Regulations require the poster to be 'readable.' A damaged or hard-to-read poster does not fulfill the notice requirement. During a DOL inspection, this can be noted as a violation, requiring you to replace the poster immediately and potentially extending the inspection scope. Always print or order the official poster from a reliable source (like the DOL or NYS DOL websites) on durable paper and check its condition regularly.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
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Employee Polygraph Protection Act (EPPA) Poster by City in New York
| City | Fee Range | Timeline |
|---|---|---|
| Buffalo | ||
| New York City | ||
| Rochester |
Timeline: Obtain and Post the Required EPPA Notice
Download the Official Poster from the Department of Labor
Go to the U.S. Department of Labor (DOL) Wage and Hour Division website and navigate to the Employee Polygraph Protection Act (EPPA) resources. Download the official "Employee Polygraph Protection Act" poster (WH Publication 1462). No application or registration is required. You must ensure you have the most current version (as of 2026) and a reliable printer or a professional printing service lined up. Using an outdated or unofficial poster is a common compliance failure.
Print or Order the Physical Poster
Print the downloaded PDF file on durable paper (at least 8.5" x 11") to ensure it's legible and protected from wear. Alternatively, you can order a laminated, official poster from the DOL or a reputable commercial supplier for a fee. The key requirement is that the poster is posted in a conspicuous place where it can be readily seen by employees and applicants for employment, such as a break room or near time clocks.
Post the Notice in a Conspicuous Workplace Location
Physically display the poster in one or more prominent places where all employees and job applicants are likely to see it. Common locations include break rooms, bulletin boards used for employment-related notices, and near employee entrances. In Buffalo, this is a federal requirement that applies regardless of your establishment's size. Failure to post the notice can result in penalties, even if you have never used a polygraph.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in New York.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Application for Employer Identification Number
federal
Articles of Organization (LLC) or Articles of Incorporation (Corporation)
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsTimelines are not officially published as this is a federal posting requirement, not a permit obtained from a local office. Most restaurants download and print the poster instantly from the U.S. Department of Labor website. To confirm any local display requirements, you should contact the Buffalo Office of Licenses, which manages local business registrations, or verify your compliance with your local Certificate of Occupancy inspection.
The official government filing fee for the poster itself is $0. It is provided free by the federal government. You may incur costs for printing or professional framing, but there is no charge from the City of Buffalo or New York State for this specific workplace notice.
No, you cannot 'transfer' the poster itself as it is a standard federal notice, not an issued license tied to a location. However, you are required to display it at every business location you operate. A move requires obtaining a new poster for the new site and ensuring it is properly displayed, often in coordination with securing a new City Business License/Registration for the new address.
There is no formal renewal. The federal poster itself does not expire. Your obligation is to ensure the most current version is displayed. The U.S. Department of Labor updates the poster as laws change; the current version is dated 2026. You should verify annually that your displayed version is up-to-date, a check often done during routine safety inspections.
There is no dedicated 'inspection' solely for this poster. Compliance is typically verified during broader workplace investigations by the U.S. Department of Labor’s Wage and Hour Division or during local health and safety inspections. An inspector will check that the current, official poster is displayed in a conspicuous place where all employees and applicants can see it. Non-compliance can trigger a formal investigation and penalties. Not legal advice — verify specific requirements with the U.S. Department of Labor.
About This Data
This guide is generated from ApronPrep's compliance dossier system, which uses 53 parallel AI authority experts to discover requirements, then downloads actual forms and generates field-level intelligence for each one.
For New York specifically, we have analyzed compliance dossiers for 3 cities (Buffalo, New York City, Rochester), generating Rich FILs (Form Intelligence Layers) with 12 form fields analyzed for this requirement. Fee data is sourced from actual county department fee schedules, not estimates.
Our data is verified against official government sources and updated when regulatory changes are detected. If you find an error, please report it — accuracy is our core commitment.
Sources
- Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
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