Employee Polygraph Protection Act (EPPA) Poster in Norman, Oklahoma (2026)
You can't legally hire in Norman without posting the Employee Polygraph Protection Act (EPPA) notice, and a Department of Labor inspector can fine you on the spot if it's missing. This federal workplace poster, issued by the U.S. Department of Labor's Wage and Hour Division, must be displayed in a conspicuous location. Key facts:
- 12 fields — ApronPrep auto-fills 10
- $0–$0 government filing fees for the poster itself
- Varies processing time to download and post
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
Federal law, specifically the Employee Polygraph Protection Act (EPPA) of 1988 (29 U.S.C. §§ 2001-2009), mandates that employers covered by the Act must post a notice informing employees of their rights. The EPPA poster is one of several federal workplace notices required by the U.S. Department of Labor (DOL) for most employers, alongside those for the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, and Service Contract Act. In Norman, Oklahoma, and nationwide, displaying this poster is not optional; it is a condition of compliance with federal employment law, as enforced by the DOL's Wage and Hour Division.
Failure to display the required EPPA poster does not carry a direct financial penalty under the EPPA itself, but it signals a broader lack of compliance that can trigger severe consequences during a DOL investigation. Common penalties for missing the poster often relate to associated violations uncovered when an investigator arrives, including:
- Back wages plus liquidated damages — for FLSA overtime or minimum wage violations, this can double the owed amount.
- Civil money penalties — up to $2,374 per violation for child labor infractions or $1,000+ for willful FLSA violations.
- Increased audit risk and legal exposure — missing posters invite closer scrutiny, potentially leading to cease-and-desist orders for unlawful practices discovered on-site.
- Insurance and leasing complications — commercial liability insurers or property managers may require proof of labor law compliance, and an absence of mandatory postings can jeopardize coverage or lease agreements.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: The DOL has issued updated versions of several mandatory posters for 2026; while the EPPA poster language itself is unchanged, ensuring you display the most current general DOL poster combination is critical to avoid citation for outdated information.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | The federal Employee Polygraph Protection Act applies to all employers engaged in or affecting interstate commerce, which includes virtually all food service establishments with employees. |
| Bar / Nightclub | Required | Because you have employees, you are covered by the EPPA and must display the poster in a conspicuous place accessible to all workers. |
| Food Truck | Required | If you have even one employee, you are subject to the federal EPPA and must post the required notice in your workplace. |
| Coffee Shop / Café | Required | This federal employment law poster is required for all private-sector employers with employees, regardless of establishment type. |
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
booleanEnter 'Yes' if you have any employees, including part-time, temporary, or seasonal workers, or 'No' if you are a sole proprietor with no payroll.
COMMON MISTAKE: Selecting 'No' when you have even one employee, which is a direct violation of the EPPA coverage rules.
Number of Employees
numberEnter the exact total number of individuals on your payroll, which determines your coverage under federal labor laws like the EPPA.
COMMON MISTAKE: Entering an estimate instead of the precise count, or excluding part-time staff, which can create a discrepancy during a Wage and Hour Division audit.
Primary Workplace Address
addressEnter the street address, city, state, and ZIP code of the primary location where employees report to work and where the poster must be displayed.
COMMON MISTAKE: Using a P.O. Box, home office address, or an address for a closed/relocated establishment.
Has Multiple Work Locations
booleanSelect 'Yes' if you operate more than one physical establishment where employees work, which triggers a requirement for multiple posters.
COMMON MISTAKE: Selecting 'No' when you have a secondary kitchen, storage facility, or office with employees, leading to incomplete compliance.
Poster Display Location Description
textDescribe the specific, conspicuous place where the poster is or will be displayed (e.g., 'Break room bulletin board,' 'Near the time clock in the back hallway').
COMMON MISTAKE: Vague descriptions like 'in the back' or failure to note a location visible to all employees, which does not satisfy the DOL's 'prominent and accessible' rule.
Currently Has EPPA Poster Displayed
booleanIndicate 'Yes' if the official DOL EPPA poster is already physically posted at your workplace(s), or 'No' if it is not yet displayed.
COMMON MISTAKE: Selecting 'Yes' when displaying an outdated, damaged, or unofficial poster, which is considered non-compliant.
Current Poster Is Official DOL Version
booleanConfirm 'Yes' only if your displayed poster is the current, unaltered version downloaded directly from the U.S. Department of Labor's website.
COMMON MISTAKE: Confirming 'Yes' based on a poster from a third-party vendor or an old version, which often lacks mandatory updates.
Poster Download Date
dateEnter the date (MM/DD/YYYY) you obtained the official poster file from the DOL website, proving you have the current version.
COMMON MISTAKE: Entering the date you printed it, not the download date, or using a date from a previous compliance cycle with an outdated poster.
Poster Display Date
dateEnter the date (MM/DD/YYYY) you physically posted the notice in the workplace, establishing your compliance start date.
COMMON MISTAKE: Leaving blank, using a future date, or entering a date before the download date, creating an illogical audit trail.
Confirms Understanding of Display Requirements
booleanSelect 'Yes' to affirm you understand the poster must be in a conspicuous place, visible to all employees, and kept unobstructed.
COMMON MISTAKE: Selecting 'Yes' without verifying the actual display meets the 'prominent and accessible' standard required by 29 CFR § 825.300.
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. Failing to Post in a Conspicuous Location
Tucking the poster in a break room binder or a back-office bulletin board violates the requirement that it be posted where employees can readily see it. Based on ApronPrep's analysis of Employee Polygraph Protection Act (EPPA) Poster applications, this is the most common oversight, which can lead to penalties during a U.S. Department of Labor (DOL) investigation. Avoid this by posting it in a high-traffic area common to all employees, such as next to time clocks, in the main kitchen hallway, or on an employee notice board used for other federal posters.
2. Posting an Outdated or Unofficial Version
Using a downloaded poster from an unofficial source or an old version that doesn't reflect current DOL contact information or the latest legal text. If the DOL updates its official poster (like the 2026 version) and you haven't replaced yours, you are non-compliant. This mistake adds significant risk; always download the free, official PDF directly from the DOL's website (dol.gov) to ensure you have the legally required, current version before printing and posting.
3. Using Illegible Print Quality or Small Font Size
Printing the poster on a standard office printer with low ink, causing text to be faint, or shrinking the PDF to fit a smaller frame, making the text unreadable. The law requires the poster to be easily readable. A DOL investigator can cite this as a failure to provide proper notice. To avoid this, print the official PDF on 11"x17" paper or larger at 100% scale, using a printer with sufficient toner, and consider a laminated version for durability.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
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Employee Polygraph Protection Act (EPPA) Poster by City in Oklahoma
| City | Fee Range | Timeline |
|---|---|---|
| Norman | ||
| Oklahoma City | ||
| Tulsa |
Timeline: 1–2 Days (Process Overview)
Locate and Access the Official 2026 Poster
Navigate to the U.S. Department of Labor's Wage and Hour Division website to find the official, current (2026) Employee Polygraph Protection Act (EPPA) poster. Do not download from third-party sites, as they often charge for free government documents or distribute outdated versions. The required poster is available in English and Spanish. You'll need a device with internet access and a printer capable of handling standard letter-sized paper.
Download and Review Poster for Key Information
Download the PDF file and verify it includes the 2026 update date and the DOL logo to ensure its official status. The poster is one page and summarizes employee rights under the EPPA, including prohibitions on most private-sector polygraph tests and specific exemptions. Familiarize yourself with the content, as you are responsible for posting it accurately. The document requires no fields to fill out, but you must confirm it is the latest version.
Print the Poster on Durable Material
Print the downloaded PDF on a single sheet of 8.5"x11" paper or cardstock to ensure it is legible and resistant to wear. Use a color printer if possible, as the DOL logo may be in color. While there is no official submission or approval from the City of Norman or Oklahoma state, this is the physical document you will post. Ensure the print quality is clear and the text is not cut off at the margins.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Oklahoma.
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 RequirementsProcessing time varies significantly. The poster itself is a digital or physical document you obtain directly from the U.S. Department of Labor—no government application or approval timeline exists. However, displaying it is mandatory for opening. Delays in posting it while waiting for your Certificate of Occupancy or other local permits can postpone your opening date. Contact the DOL's Wage and Hour Division website for the most current downloadable version.
There are no government filing fees charged by the U.S. Department of Labor or the City of Norman for the poster itself, as the data shows a $0–$0 fee range. You can download and print the official poster for free from the DOL website. Costs may arise if you choose to purchase a laminated copy from a commercial vendor or need professional printing services. Not legal advice — verify requirements with the DOL.
No, you do not 'transfer' a poster. The federal EPPA notice must be displayed at each of your business establishments where employees can readily see it. If you open a new restaurant location, you must obtain and post a new poster there. This is separate from your local City Business License/Registration, which is location-specific. Always use the most current version of the poster from the DOL website.
You do not renew a poster, but you must replace it if the U.S. Department of Labor issues an updated version. There is no set renewal schedule; you are responsible for ensuring the posted notice is the current one. A common mistake is posting an outdated version, which does not fulfill the legal requirement. Check the DOL website annually or when you update other mandatory labor posters to confirm you have the latest version.
There is no dedicated 'inspection' for the EPPA poster. However, a U.S. Department of Labor Wage and Hour Division investigator conducting a routine or complaint-based audit of your workplace will check for its proper display alongside other required labor law posters. Non-compliance can result in penalties per the EPPA statute. The inspector will verify the poster is the current version, unobstructed, and posted in a conspicuous place accessible to all employees.
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 Oklahoma specifically, we have analyzed compliance dossiers for 3 cities (Norman, Oklahoma City, Tulsa), 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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