Employee Polygraph Protection Act (EPPA) Poster in Salem, Oregon (2026)
Violating federal law by failing to post this notice can trigger a $25,000 fine and investigations from the U.S. Department of Labor (DOL). This is the Employee Polygraph Protection Act (EPPA) Poster—also known as the federal "no lie detector" poster—which is mandated nationwide by the DOL’s Wage and Hour Division. Key facts:
- 12 fields — ApronPrep auto-fills 10
- $0–$0 government filing fees (the poster is free)
- Timeline varies — must be posted immediately upon hiring your first employee
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 federal workplace posting requirement issued by the U.S. Department of Labor (DOL), specifically enforced by the Wage and Hour Division. In Salem, Oregon, as in all U.S. workplaces, it is mandated under 29 U.S.C. §§ 2001-2009. This federal law strictly prohibits most private-sector employers from using lie detector tests for pre-employment screening or during employment. The EPPA poster must be displayed prominently where employees can readily see it, alongside other required federal and state postings like those for the FLSA, FMLA, and Oregon's Bureau of Labor and Industries (BOLI) regulations. Failure to display this specific poster is a violation of federal recordkeeping rules, which are actively enforced regardless of state location.
An absent or improperly posted notice is a citable violation that can trigger a DOL investigation, often starting with a single employee complaint. The consequences are financial and operational:
- Civil money penalties for each separate violation of posting requirements. While the EPPA itself does not specify a fine amount, the DOL can assess penalties under its general authority for willful or repeated violations of posting rules.
- Increased audit risk: A missing poster is a visible red flag that can prompt a broader DOL audit of your wage, hour, and classification practices under the FLSA and related acts, potentially uncovering liabilities for back wages and liquidated damages.
- Legal and insurance implications: In a dispute over polygraph use or other labor practices, the absence of the required poster weakens your defense and demonstrates non-compliance. It can also complicate matters with business insurers or lenders during routine compliance checks.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In 2026, the DOL's Wage and Hour Division updated its standard poster package to reflect current contact information and enforcement details, though the core EPPA legal text and requirement remain unchanged from prior years.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | The EPPA applies to all private-sector employers with one or more employees, with no industry or size exemptions for restaurants under the federal law. |
| Bar / Nightclub | Required | All private-sector employers engaged in interstate commerce are covered, and there is no specific exemption for bars or establishments that serve alcohol under 29 CFR § 801.6. |
| Food Truck | Required | Food trucks are private-sector employers subject to the Fair Labor Standards Act, placing them under the jurisdiction of the EPPA's posting requirements. |
| Coffee Shop / Café | Required | Any private business with at least one employee must display the poster, per the U.S. Department of Labor's Wage and Hour Division enforcement guidelines. |
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
booleanSelect 'Yes' if your restaurant has any employees, including part-time or seasonal workers, as the EPPA poster is only required for businesses with personnel, otherwise select 'No'.
COMMON MISTAKE: Selecting 'Yes' when you have no employees (e.g., sole proprietor with no staff) is incorrect; 'No' is the correct entry if you have zero personnel.
Number of Employees
numberEnter the total count of individuals you employ, including all full-time, part-time, and seasonal workers, at the time of this application.
COMMON MISTAKE: Entering a zero ('0') when you selected 'Yes' for having employees creates a data conflict and may flag the application for review.
Primary Workplace Address
addressEnter the full physical street address of the restaurant location where the EPPA poster will be displayed, not a P.O. Box.
COMMON MISTAKE: Using a corporate headquarters or owner's home address instead of the actual restaurant's service address is a common error.
Has Multiple Work Locations
booleanSelect 'Yes' if you operate more than one distinct restaurant or workplace location under your business entity, as each covered location requires its own poster.
COMMON MISTAKE: Selecting 'No' when you have multiple locations can lead to non-compliance fines at the undisclosed sites.
Poster Display Location Description
textDescribe the specific, conspicuous area where the poster will be placed, such as 'employee break room bulletin board' or 'next to the time clock in the kitchen'.
COMMON MISTAKE: Vague entries like 'in the back' or 'on a wall' often fail DOL audit checks, which require a precise, accessible location.
Currently Has EPPA Poster Displayed
booleanSelect 'Yes' only if you currently have any version of the EPPA rights poster physically displayed at your workplace; if not, select 'No'.
COMMON MISTAKE: Selecting 'Yes' when no poster is displayed is inaccurate and can be problematic during a compliance inspection.
Current Poster Is Official DOL Version
booleanSelect 'Yes' only if the poster you have displayed is the official, current-year (2026) version from the U.S. Department of Labor website; outdated versions are non-compliant.
COMMON MISTAKE: Assuming an old poster from a supplier is compliant; only the official DOL poster meets the legal requirement.
Poster Download Date
dateEnter the date you downloaded or will download the official 2026 EPPA poster PDF from the DOL's website (dol.gov).
COMMON MISTAKE: Entering a future date or leaving it blank if you haven't downloaded the poster yet; the date must reflect actual acquisition.
Poster Display Date
dateEnter the date you physically posted the official 2026 EPPA poster in the described location; this starts your compliance period.
COMMON MISTAKE: Entering the download date instead of the actual posting date, which does not prove the poster was displayed.
Confirms Understanding of Display Requirements
booleanSelect 'Yes' to affirm you understand the poster must be displayed continuously in a conspicuous place accessible to all employees.
COMMON MISTAKE: Selecting 'Yes' without reading the requirement, which can lead to improper display and subsequent violations.
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 Incorrect Poster Version
Using the generic federal DOL poster or an outdated version from a third-party vendor, instead of the official 2026 Oregon-specific EPPA poster, violates state posting requirements. This can trigger a fine for each separate violation (failure to post). Always download the current 'Employee Polygraph Protection Act (EPPA) Poster (2026)' directly from the Oregon Bureau of Labor and Industries (BOLI) website to ensure you have the correct version.
2. Posting in an Inaccessible or Non-Prominent Location
Placing the poster in a breakroom, manager's office, or other area not frequented by all employees fails the 'conspicuous place' requirement under 29 CFR § 801.6. The consequence is a citation for non-compliance during a BOLI inspection. The poster must be posted in a common area, like where other employment law notices are displayed, where all employees and applicants can readily see it.
3. Failing to Post the Spanish-Language Version When Required
If a significant portion of your workforce is not proficient in English, federal law (29 CFR § 801.6) requires the poster be provided in a language they understand. Relying solely on the English version can invalidate your compliance. Determine if a significant portion of your workforce speaks Spanish (or another language) and, if so, download and post the corresponding translated version from the DOL or BOLI site alongside the English poster.
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 Oregon
| City | Fee Range | Timeline |
|---|---|---|
| Eugene | ||
| Portland | ||
| Salem |
Timeline: Varies
Obtain the Correct Poster Version from the DOL
Download the official 'Employee Polygraph Protection Act (EPPA)' poster in English from the U.S. Department of Labor's Wage and Hour Division website (dol.gov). The poster must be the current, unaltered version issued by the DOL. Using an outdated or modified poster violates the law and is a common compliance mistake.
Post in Conspicuous Locations
Print the poster and display it in a prominent, easily accessible area where employees can readily see it, such as a break room, near time clocks, or alongside other required workplace notices. For businesses with remote workers, you must also provide the poster electronically via company intranet, email, or other reasonable means. Failure to post where all employees can see it is a primary cause of DOL citations.
Maintain Posting and Update Records
Ensure the poster remains displayed and is not defaced or covered. Keep a record of your download date and posting locations, as this documentation is useful during a DOL inspection to demonstrate continuous compliance. The DOL can inspect your workplace without advance notice to verify poster compliance.
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 RequirementsThere is no approval timeline or waiting period. This is not a permit you apply for. Once you acquire the correct federal poster, you must display it immediately. As a federal workplace notice, the requirement takes effect as soon as you hire your first employee.
There is no government filing fee. The official federal poster can be downloaded at no cost from the U.S. Department of Labor's website. Note that while the poster itself is free, labor law compliance often involves other requirements with fees, such as completing the Application for Employer Identification Number. Not legal advice — verify with the DOL.
Yes. The physical poster itself is not location-specific. It must be displayed wherever your employees work. When you move your business, you simply need to re-post it in the new location's common area, just as you are required to display other mandatory notices like your City Business License/Registration.
You do not renew the poster. It is a permanent workplace notice. You only need to replace it if the federal government publishes an updated version or if your current poster becomes damaged, defaced, or unreadable. There is no renewal schedule or fee associated with maintaining this specific notice.
A federal Wage and Hour Division investigator will conduct a visual check to ensure the poster is displayed in a conspicuous place where employees can easily see it. Non-compliance can result in penalties per the DOL's enforcement guidelines. This inspection may occur as part of a broader review of your workplace postings and records.
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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