Employee Polygraph Protection Act (EPPA) Poster in Portland, Oregon (2026)
Your restaurant risks costly Department of Labor (DOL) penalties and employee complaints if your workers aren't aware of their rights under the federal Employee Polygraph Protection Act (EPPA). This federal compliance poster, required by the U.S. Department of Labor - Wage and Hour Division, must be displayed prominently in your Portland establishment. Key facts:
- 12 fields to configure your poster — ApronPrep auto-fills 10
- $0 government filing fees — the poster is free from the DOL
- Varies timeline — immediate download after configuration
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 workplace posting required under federal law. It is issued by the U.S. Department of Labor (DOL) and governed by the Employee Polygraph Protection Act of 1988 (29 U.S.C. § 2001–2009). In Portland, Oregon, this federal requirement applies alongside state-specific employment law posters, creating a multi-layer compliance obligation. The poster informs employees of their rights regarding polygraph (lie detector) testing, prohibiting most private-sector employers from requiring or requesting such tests. The DOL mandates that this notice be displayed in a conspicuous place where all employees can readily see it, such as a common break area or near other required labor law posters.
Failure to display the current, official version of the EPPA poster carries significant risks. While the EPPA itself does not specify monetary fines for mere posting violations, non-compliance opens the door to broader enforcement actions and creates vulnerabilities during inspections or disputes. Practical consequences include:
- Increased Scrutiny in DOL Audits: Missing a required federal poster is a clear violation that can trigger a full wage-and-hour investigation under the Fair Labor Standards Act (FLSA), leading to penalties for back wages and liquidated damages.
- Cease-and-Desist Orders: The DOL can issue orders to immediately correct the violation. Persistent non-compliance can be used as evidence of a "willful" disregard for labor laws, amplifying penalties in related cases.
- Insurance and Lease Implications: Commercial insurance policies or lease agreements may require compliance with all federal and state employment laws. A documented violation could affect your risk profile or be cited in a dispute.
- Employee Litigation Risk: In a lawsuit alleging a polygraph-related violation, the absence of the posted notice weakens your defense that employees were informed of their rights.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: The DOL typically updates its official poster designs every few years; the 2026 version reflects current formatting and contact information for the Wage and Hour Division.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for all employers engaged in interstate commerce with one or more employees, as mandated by the federal Employee Polygraph Protection Act of 1988, with no industry-specific exemption for restaurants. |
| Bar / Nightclub | Required | Required, as the EPPA applies to employers in the service industry and does not exempt establishments that primarily serve alcohol. |
| Food Truck | Required | Required if the food truck has any employees, as it is an employer engaged in interstate commerce, which triggers the federal posting mandate under 29 CFR § 801.6. |
| Coffee Shop / Café | Required | Required, as the business uses materials that have traveled in interstate commerce (e.g., coffee beans, supplies), meeting the EPPA's jurisdictional coverage for all employers with employees. |
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 have any employees who are not owners, partners, or corporate officers; this field triggers all other federal and state posting requirements.
COMMON MISTAKE: Owners mistakenly answering 'No' because they have no 'non-owner' employees, but then incorrectly receiving other mandatory posting forms.
Number of Employees
numberEnter the total count of all current employees, including part-time and seasonal workers, which determines the full scope of your required labor law posters.
COMMON MISTAKE: Entering only full-time employee counts, which can cause a mismatch with other state-specific posting requirements and trigger audits.
Primary Workplace Address
addressEnter the physical street address where most employees report to work, which must match the address used for state and federal jurisdiction verification.
COMMON MISTAKE: Using a P.O. Box or corporate mailing address instead of a physical street location, which is required for labor law enforcement verification.
Has Multiple Work Locations
booleanAnswer 'Yes' if you operate more than one physical establishment, which requires you to post the EPPA poster at every location where employees work.
COMMON MISTAKE: Answering 'No' for a business with separate kitchen and dining areas or multiple floors, as these often count as multiple locations for posting purposes.
Poster Display Location Description
textDescribe the exact, permanent location where the poster will be displayed, such as 'employee break room bulletin board' or 'time clock area,' per U.S. DOL requirements for conspicuous placement.
COMMON MISTAKE: Vague descriptions like 'in the office' or temporary locations, which do not satisfy the DOL's specific conspicuous posting standard and can lead to fines.
Currently Has EPPA Poster Displayed
booleanAnswer 'Yes' if you already have an EPPA poster physically posted at the workplace; a 'No' triggers acquisition steps.
COMMON MISTAKE: Answering 'Yes' when the poster is old, faded, or not the official 2026 version, which constitutes non-compliance.
Current Poster Is Official DOL Version
booleanAnswer 'Yes' only if your displayed poster is the official, unaltered 2026 U.S. Department of Labor version with the current revision date.
COMMON MISTAKE: Answering 'Yes' for a poster purchased from a third-party vendor that may be outdated or contain incorrect statutory language, leading to non-compliance.
Poster Download Date
dateEnter the date you downloaded the official EPPA poster from the U.S. DOL website or an authorized distributor, which creates an audit trail for compliance verification.
COMMON MISTAKE: Entering a date older than the poster's most recent revision date (2026), which indicates an obsolete version is in use.
Poster Display Date
dateEnter the date you physically posted the EPPA poster at the workplace, which must be on or after the poster's 2026 revision date to be valid.
COMMON MISTAKE: Entering a future date or leaving the field blank, which fails to establish a compliant display timeline for potential DOL inspections.
Confirms Understanding of Display Requirements
booleanAnswer 'Yes' to affirm you understand the poster must be displayed in a conspicuous place where employees can readily see it, per 29 CFR § 801.6.
COMMON MISTAKE: Answering 'Yes' without verifying the actual poster location meets the 'conspicuous' legal standard, leaving you vulnerable to fines.
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 unofficial poster version
The U.S. Department of Labor updates its official EPPA poster periodically—the current required version is from September 2026. Posting an older version, or a non-DOL template from a generic HR website, fails to satisfy the requirement. Based on ApronPrep's analysis of EPPA Poster compliance in Portland, this is the most common oversight; verify you are displaying the official PDF downloaded directly from the DOL's Wage and Hour Division website to avoid a fine of up to $27,068 per violation.
2. Posting in a non-accessible location for all employees
The poster must be placed where all employees can readily see it, such as a common break room, near time clocks, or alongside other required federal labor law posters. Sticking it in a manager's office, a locked file room, or a remote hallway violates the accessibility rule. This mistake adds significant liability; inspectors and employee complaints frequently cite location issues, which can lead to penalties even if the correct poster is technically on-site.
3. Using a poster that is illegible (poor print quality or size)
The DOL's official poster must be printed at 100% scale on letter-sized paper (8.5" x 11") with clear, readable text. Shrinking it to fit on a smaller notice board or printing with low ink results in an illegible posting that does not comply. Provide a concrete example: a coffee shop printed the poster in a condensed format to save space, rendering the text under 10-point font—this would be rejected in an inspection. Always print the official PDF at full size with high contrast.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
ApronPrep auto-fills 10 of 12 fields from one compliance interview.
No credit card required
Employee Polygraph Protection Act (EPPA) Poster by City in Oregon
| City | Fee Range | Timeline |
|---|---|---|
| Eugene | ||
| Portland | ||
| Salem |
Timeline: 1–3 business days (obtaining poster)
Download Official Poster from Federal Agency
Go directly to the U.S. Department of Labor (DOL) website to download the current, legally required Employee Polygraph Protection Act (EPPA) poster. The poster is free and does not require an application. Search for "EPPA poster" on DOL.gov or navigate to their "Posters" section. The critical, non-obvious detail is ensuring you have the most recent version; an outdated poster does not meet federal compliance requirements.
Verify Poster Details for Oregon & Portland
Review the federal EPPA poster. While the DOL poster satisfies federal law, you must confirm if Oregon or Portland requires any additional workplace postings alongside it (e.g., state minimum wage, paid leave, or safety ordinances). Check the Oregon Bureau of Labor and Industries (BOLI) and the City of Portland websites. This step prevents a citation for having an incomplete set of required postings.
Print & Format for Visibility
Print the EPPA poster on durable paper, such as cardstock. Federal law requires it to be posted "conspicuously" where employees can readily see it, such as a break room or near time clocks. Ensure the print is legible and in full color if the original is colored. Many citations occur because the poster is printed too small, is faded, or is placed in an obscure location not frequented by staff.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Oregon.
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 RequirementsTiming varies. There is no formal application or processing time for this federal poster, as you can download and print it directly from the U.S. Department of Labor website. The primary time investment involves ensuring your required labor law postings are complete and properly displayed; for other local permits like your City Business License/Registration, actual processing times do apply.
Government filing fees are $0–$0. The U.S. Department of Labor provides the EPPA poster as a free PDF download. Your cost is for printing and posting it alongside other mandatory notices in your employee break area. Costs are typically associated with obtaining other initial compliance documents, such as an Application for Employer Identification Number. Not legal advice — verify with the U.S. Department of Labor.
Yes. The poster is a federal requirement tied to your status as an employer, not a specific business address. When you move, you must display the current version of the poster at your new location. Other local permits, like an Dumpster/Refuse Enclosure Permit, are location-specific and would require a new application.
You do not renew this poster. You must replace it whenever the U.S. Department of Labor publishes an updated version. It is your responsibility to monitor for changes. This differs from permits with explicit renewal cycles, such as your City Business License.
Federal or state wage and hour investigators will verify the poster is displayed in a conspicuous place where employees can readily see it, typically in a break room or common area. They will check that it is the current version, is not defaced, and is posted alongside other mandatory federal and Oregon labor law notices. A violation can result in fines per the U.S. Department of Labor's enforcement guidelines.
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 Oregon specifically, we have analyzed compliance dossiers for 3 cities (Eugene, Portland, Salem), 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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