Employee Polygraph Protection Act (EPPA) Poster in Tulsa, Oklahoma (2026)
Failing to display the Employee Polygraph Protection Act (EPPA) Poster—also known as the federal workplace rights notice—in your Tulsa, Oklahoma workplace exposes you to Wage and Hour Division investigations and civil penalties, regardless of your business size. This federal requirement is enforced by the U.S. Department of Labor and is a mandatory posting for all covered employers in Tulsa. Key facts:
- 12 fields to complete for the posting generator—ApronPrep auto-fills 10
- $0–$0 government filing fees (the poster itself is free)
- Varies timeline (immediate download upon generation)
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, enforced in Tulsa, Oklahoma, by the U.S. Department of Labor's Wage and Hour Division (WHD). Your restaurant is required to post it under the federal Employee Polygraph Protection Act of 1988 (29 U.S.C. §§ 2001–2009). This law strictly prohibits most private employers from requiring or requesting lie detector tests for employees or applicants. The poster must be displayed alongside other mandatory federal notices, such as those for the Fair Labor Standards Act (FLSA) and Family and Medical Leave Act (FMLA), as part of a compliant workplace poster set. The WHD actively enforces these posting requirements for all covered employers, regardless of city or state location.
Failure to display this poster correctly puts your business at immediate risk. Based on ApronPrep's analysis of DOL enforcement data, missing or improper posting can trigger investigations and compound penalties with other wage violations. Consequences include:
- Civil money penalties for willful or repeated violations of posting requirements.
- Increased liability in wage-hour audits — inspectors often treat missing posters as an indicator of broader non-compliance, leading to deeper investigations into overtime, minimum wage, and recordkeeping.
- Lease and insurance implications — a DOL investigation or penalty can violate terms in commercial leases or business insurance policies that require compliance with all federal laws.
- Liquidated damages — if a posting violation is found alongside an FLSA wage violation (e.g., unpaid overtime), courts can award liquidated damages equal to double the back wages owed.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In 2024, the DOL updated its Families First Coronavirus Response Act (FFCRA) notice; while the EPPA poster itself hasn't changed, enforcement emphasis on complete, up-to-date poster sets has increased following the pandemic.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Any restaurant employing even one person is covered by the federal Employee Polygraph Protection Act and must display the official poster. |
| Bar / Nightclub | Required | Under the EPPA, bars and nightclubs are covered employers and must post the required notice in a conspicuous workplace location. |
| Food Truck | Required | A food truck is a workplace as defined by the EPPA; if you have any employees, you must display the poster inside the vehicle where employees can see it. |
| Coffee Shop / Café | Required | All retail establishments with employees, including coffee shops, are subject to the Employee Polygraph Protection Act's posting requirement. |
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' if you currently have any employees on your payroll, as the Employee Polygraph Protection Act only applies to workplaces with employees, even if they are part-time.
COMMON MISTAKE: Incorrectly answering 'No' when you have part-time or temporary staff, which would lead to a false declaration of non-applicability for a mandatory federal posting.
Number of Employees
numberEnter your total headcount of employees, including part-time, temporary, or seasonal workers, as the requirement to display the poster applies to all covered employers regardless of size.
COMMON MISTAKE: Entering the number of full-time employees only, omitting part-time staff, which can lead to an inaccurate record if the Department of Labor conducts an audit.
Primary Workplace Address
addressEnter the full, physical street address of your main Tulsa location where the poster must be displayed, not a P.O. Box or corporate mailing address.
COMMON MISTAKE: Using a P.O. Box instead of the physical work location address, which does not identify the specific site where the poster compliance is required.
Has Multiple Work Locations
booleanAnswer 'Yes' if you have more than one Tulsa-area work address with employees, as each distinct work location requires its own compliantly displayed poster.
COMMON MISTAKE: Answering 'No' when you have a secondary kitchen, office, or warehouse, which would indicate incomplete compliance planning for all required locations.
Poster Display Location Description
textBriefly describe the exact spot where the poster will be placed, such as 'On the bulletin board in the employee break room' or 'In the hallway next to the time clock,' as per DOL requirements for conspicuous posting.
COMMON MISTAKE: Entering a vague location like 'in the back' or providing an address, which does not demonstrate specific compliance with the conspicuous placement rule.
Currently Has EPPA Poster Displayed
booleanAnswer 'Yes' only if you have a physical EPPA poster, from the official DOL source, posted in your workplace right now.
COMMON MISTAKE: Answering 'Yes' when you have a different state labor law poster or an outdated version, which constitutes non-compliance with the specific 2026 federal EPPA requirement.
Current Poster Is Official DOL Version
booleanConfirm 'Yes' only if your displayed poster is the official 'Employee Polygraph Protection Act' notice from the U.S. Department of Labor's Wage and Hour Division, bearing the DOL seal and current revision date.
COMMON MISTAKE: Answering 'Yes' when using a poster from a generic commercial provider that may not be the official, legally mandated version, risking non-compliance.
Poster Download Date
dateEnter the date you downloaded or otherwise obtained the official DOL EPPA poster, in MM/DD/YYYY format, to establish a record of acquiring the current required version.
COMMON MISTAKE: Leaving this blank or entering a date from a previous year, which may indicate reliance on an outdated poster that does not reflect current federal law.
Poster Display Date
dateEnter the date you physically placed the official EPPA poster in your workplace, as proof of when you achieved compliance, or today's date if displaying it now.
COMMON MISTAKE: Entering a future date or the poster's print date instead of the actual display date, which creates an inaccurate compliance record.
Confirms Understanding of Display Requirements
booleanYou must answer 'Yes' to confirm you understand the poster must be displayed in a conspicuous place where employees and applicants can readily see it, as required by 29 CFR § 801.6.
COMMON MISTAKE: Answering 'No' or skipping this field, which voids the application as it is a mandatory acknowledgment of your legal obligation to post.
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. Posting an Outdated or Non-Compliant Poster Version
Displaying a poster from a previous year or downloaded from an unofficial source. The Department of Labor updates the EPPA poster periodically, and using an old version fails to meet the 'conspicuous posting' requirement. This can trigger a compliance investigation and a penalty of up to $25,126 per violation. To avoid, download the official 'Employee Polygraph Protection Act' poster (WH Publication 1462) directly from the U.S. Department of Labor's Wage and Hour Division website and verify it's the 2026 or current edition.
2. Failing to Post in a Conspicuous Location Accessible to All Employees
Placing the poster in a back office, break room only managers use, or a digital folder not regularly accessed. Federal law (29 CFR § 801.6) requires the poster be placed where it can be readily seen by employees and applicants. An inaccessible posting is treated as if no poster is displayed at all, exposing you to the same fines. To avoid, post it alongside your other required labor law posters (like OSHA and FLSA) in a common area like a break room, kitchen, or near the time clock where all staff routinely see it.
3. Not Posting for Job Applicants to See
Only displaying the poster in employee-only areas, not where applicants fill out paperwork or wait for interviews. The EPPA protects both employees and applicants from polygraph tests. If applicants cannot see the notice, they may not know their rights, and your business is non-compliant. This mistake is common during hiring surges and can lead to complaints. To avoid, ensure a poster is visible in your lobby, reception area, or the specific room where applicants complete their hiring documents.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
ApronPrep auto-fills 10 of 12 fields from one compliance interview.
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Employee Polygraph Protection Act (EPPA) Poster by City in Oklahoma
| City | Fee Range | Timeline |
|---|---|---|
| Norman | ||
| Oklahoma City | ||
| Tulsa |
Timeline: Varies (Same-Day to 2 Weeks)
Access the Official Poster File
Navigate to the U.S. Department of Labor (DOL) Wage and Hour Division website and locate the 'Employee Polygraph Protection Act (EPPA) Poster (WH-1462)' in the 'Posters' section. Download the latest English version (as of 2026). If your workforce is primarily Spanish-speaking, you must also download the Spanish version (WH-1462S). Prepare to print at least one copy on standard 8.5” x 11” paper; the DOL does not provide pre-printed copies.
Print and Post the Notice
Print the poster(s) in color or black and white. Immediately post it in a conspicuous place where all employees and applicants can easily see it, such as the employee break room, time clock area, or near other required federal and state labor law postings. Ensure it is not covered or obstructed. The EPPA requires posting; there is no application or submission to a government agency for approval.
Integrate Poster into Your Onboarding Checklist
Add the EPPA poster to your new-hire orientation checklist or onboarding packet to document compliance. Keep a record (e.g., a dated photo) proving the poster was displayed on your premises. This step is critical for your I-9 compliance file and helps demonstrate good-faith compliance during a DOL audit.
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 RequirementsThe timeline varies. Unlike permits with set review periods, this is a federal workplace poster you must obtain and display. It’s typically downloadable or orderable online. Processing time for a physical poster from the U.S. Department of Labor can take 1-2 weeks for delivery to Tulsa, but you can print and post it immediately from their website.
There is no government filing fee. The official poster is available for free download from the U.S. Department of Labor’s Wage and Hour Division website. If you need a physical copy, printing costs are your responsibility. Remember to post it alongside other required notices, like the ADA Compliance Self-Certification posting, which also has no federal fee.
Yes, you can transfer the requirement. The EPPA poster is a federal notification, not a location-specific permit. If you move your Tulsa business, you simply need to re-display the same poster in your new employee common area. This differs from location-tied requirements like a Tulsa City Business License/Registration, which must be updated or reapplied for.
You do not renew it. The poster requirement is continuous once you have it displayed. However, you are responsible for ensuring you have the most current version. The Department of Labor occasionally updates mandatory posters; contact them or check their website annually for revisions. Not keeping the current version posted can result in compliance penalties.
There is no scheduled inspection. Compliance is verified if a U.S. Department of Labor Wage and Hour Division investigator visits your Tulsa establishment for a separate audit or in response to a complaint. They will check that the poster is displayed in a conspicuous place where employees can see it, similar to other required federal and state notices. Failure to display it can lead to fines per the EPPA.
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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