Employee Polygraph Protection Act (EPPA) Poster in San Antonio, Texas (2026)
Federal auditors can fine your restaurant up to $24,471 per violation if you fail to display the required Employee Polygraph Protection Act (EPPA) Poster, also known as the federal workplace polygraph rights notice. This is a mandate from the U.S. Department of Labor's Wage and Hour Division that applies to all employers in San Antonio. Most applicants complete this in under 15 minutes with ApronPrep, which auto-fills 10 of 12 fields.
Analyzed from Employee Polygraph Protection Act (EPPA) Poster
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Why You Need a Employee Polygraph Protection Act (EPPA) Poster
The Employee Polygraph Protection Act (EPPA) Poster is a mandatory federal labor law posting required for nearly all private-sector employers, including those in San Antonio, Texas. Your requirement stems from the federal Employee Polygraph Protection Act of 1988 (29 U.S.C. §§ 2001-2009), enforced by the U.S. Department of Labor's Wage and Hour Division (WHD). While Texas does not have a state-level polygraph law that imposes an additional posting, the federal EPPA is unequivocally in effect. This law strictly prohibits most private employers from requiring or requesting that employees or job applicants take a lie detector test, and from using, accepting, or inquiring about the results of such a test. The poster must be displayed in a conspicuous place where all employees and applicants can readily see it, alongside other required federal and state labor law notices.
Failure to post the required EPPA notice can trigger significant federal penalties and legal exposure. Since it is a required posting under the Fair Labor Standards Act (FLSA) framework, non-compliance can be cited during a WHD investigation. The consequences are not hypothetical; they are financial and operational:
- Civil Money Penalties: While the EPPA itself does not specify a fine for failing to post, the WHD can assess civil money penalties for willful or repeated violations of posting requirements under related statutes. Penalties for other willful FLSA violations can exceed $1,000 per violation.
- Legal & Enforcement Action: The Department of Labor can pursue legal action to compel compliance, including obtaining a court order. This can lead to cease-and-desist mandates and court-supervised monitoring of your workplace practices.
- Increased Liability in Disputes: An employee alleging a polygraph-related violation can use the absence of the posted notice to argue that the employer was negligent in informing them of their rights, potentially strengthening their case for damages, which under the EPPA can include legal fees, equitable relief (like reinstatement), and statutory penalties.
- Business Reputation & Operational Risk: A WHD investigation triggered by a missing poster can expand to a full audit of wage, hour, and other labor practices (like FMLA or OSHA), uncovering additional costly violations for back wages and liquidated damages.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: The official EPPA poster was last updated by the U.S. Department of Labor in 2024 to reflect current contact information and formatting; ensure you are displaying the most current version to maintain compliance.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | The federal Employee Polygraph Protection Act (EPPA) requires nearly all private employers, including restaurants with at least one employee, to display this poster, as stated in 29 CFR § 801.6. |
| Bar / Nightclub | Required | Bars and nightclubs are considered private employers under the EPPA and must display the poster if they have any employees, per 29 U.S.C. § 2001 et seq. |
| Food Truck | Required | Food trucks operating with paid employees are subject to the EPPA and must post the federal notice in a conspicuous workplace location, according to Department of Labor regulations. |
| Coffee Shop / Café | Required | Coffee shops with even one part-time employee are covered by the EPPA and must post the required federal workplace notice. |
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 at least one employee, which triggers the EPPA posting requirement; answer 'No' only if you have zero employees.
COMMON MISTAKE: Answering 'No' while having employees, which is a misrepresentation and basis for a fine if discovered during a DOL inspection.
Number of Employees
numberEnter the total number of individuals you employ, including part-time and temporary workers, for compliance record-keeping.
COMMON MISTAKE: Inaccurate counts (e.g., excluding seasonal staff) that don't match payroll records, creating a discrepancy if audited.
Primary Workplace Address
addressEnter the complete physical street address (not a P.O. Box) where the majority of your employees work and the poster must be displayed.
COMMON MISTAKE: Using a mailing address or corporate office if different from the worksite, failing the DOL's 'conspicuous place' rule for the actual location.
Has Multiple Work Locations
booleanAnswer 'Yes' if you operate more than one distinct physical site where employees report for work, which may require a poster at each site.
COMMON MISTAKE: Answering 'No' with multiple locations, leading to incomplete compliance and potential penalties for each unposted worksite.
Poster Display Location Description
textDescribe the specific, conspicuous place where the poster is/will be posted (e.g., 'break room bulletin board' or 'next to time clock').
COMMON MISTAKE: Vague descriptions like 'in the office' that don't demonstrate a good-faith effort to meet the 'prominent and accessible to employees' standard.
Currently Has EPPA Poster Displayed
booleanAnswer 'Yes' only if the official, current DOL-issued EPPA poster is physically displayed at all required worksites at the time of this record.
COMMON MISTAKE: Answering 'Yes' with an outdated poster or one downloaded from an unofficial source, constituting non-compliance.
Current Poster Is Official DOL Version
booleanConfirm the displayed poster is the official, free version from the U.S. Department of Labor's website, not a purchased or modified version.
COMMON MISTAKE: Using a poster from a commercial vendor that may lack required legal text or the official DOL header, invalidating the posting.
Poster Download Date
dateEnter the date you obtained the most recent official EPPA poster PDF from the DOL website, proving you accessed the current version.
COMMON MISTAKE: Entering a date older than the poster's revision date (e.g., using a 2021 download for the mandatory 2026 poster), showing outdated compliance materials.
Poster Display Date
dateEnter the date the official poster was first physically posted in the workplace, establishing the start of your compliance period.
COMMON MISTAKE: A future date or a date before the download date, creating an illogical timeline that suggests the poster was not displayed promptly.
Confirms Understanding of Display Requirements
booleanAffirm you understand the poster must be displayed continuously in a conspicuous place accessible to all employees and applicants.
COMMON MISTAKE: Checking this box without verifying the actual posting meets DOL standards (e.g., size, readability, location), a procedural oversight.
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 poster version
The most common mistake is displaying a poster with old contact information or expired revision dates. The U.S. Department of Labor (DOL) periodically updates its model poster, and the 2026 version is current. If your poster is from a previous year, a DOL investigator can issue a citation for non-compliance. Always verify you are posting the latest version directly from the DOL's Wage and Hour Division website.
2. Placing the poster in an inaccessible or non-consipcuous location
Posting the EPPA notice in a breakroom, office, or other area not frequented by all employees fails the 'conspicuous place' requirement. The poster must be where employees and applicants can readily see it, such as near time clocks or on a main employee bulletin board. A hidden poster provides no legal protection and carries the same penalty as not having one at all. Inspectors specifically check for visibility to all workers.
3. Failing to display the poster in required languages
In San Antonio, if a significant portion of your workforce is not proficient in English, you may be required to display the poster in Spanish. The DOL provides official Spanish-language versions. Relying solely on an English poster for a Spanish-speaking workforce is a violation. Check the DOL's guidance on multilingual posting requirements to ensure your workforce can understand their rights.
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Employee Polygraph Protection Act (EPPA) Poster by City in Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: Immediate to 1-2 Business Days
Download or Order the Correct Poster
Acquire the official 2026 U.S. Department of Labor Employee Polygraph Protection Act (EPPA) poster. You can download it for free from the DOL's Wage and Hour Division (WHD) website or order a printed copy by calling 1-866-4-USA-DOL. This poster is mandatory nationwide—local San Antonio or Texas agencies do not issue a separate version. Ensure you get the current year's version, as outdated posters do not fulfill the requirement.
Prepare for Display
Print the downloaded poster on durable, letter-size (8.5” x 11”) paper. Review the poster to confirm it includes the current WHD contact information and is clearly legible. You will need a prominent, unobstructed location in your workplace where employees and applicants can readily see it, such as a break room, kitchen, or next to other required labor law postings. Common mistakes include printing in poor quality, using a non-English-only version in a multilingual workplace, or placing it in a manager's office.
Post the Notice in Your Workplace
Physically display the poster in a conspicuous place where employees and applicants can easily read it. It must be posted alongside other required federal and Texas labor law notices (like the Fair Labor Standards Act and OSHA posters). For restaurants with multiple entrances or break areas, posting in the primary employee common area is sufficient. Failure to post can result in penalties from the DOL, even without a specific employee complaint.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Texas.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Alcoholic Beverage License Posting/Display Requirement
state
Application for Employer Identification Number
federal
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe timeline varies and depends on your method of acquisition. Downloading the current poster from the U.S. Department of Labor's website is immediate. If you order a printed poster from a commercial vendor, shipping typically takes 3-7 business days. There is no processing or approval time from a government agency as this is not a permit but a mandatory posting requirement, similar to other federal notices like the ADA Compliance Self-Certification.
There are no government filing fees. The poster itself is available for free download and printing directly from the U.S. Department of Labor. If you choose to purchase a pre-printed, laminated poster from a commercial supplier, costs typically range from $10 to $25. This differs from local permits like an Alarm System Permit/Registration, which carries official filing fees.
No, you cannot 'transfer' a federal labor law poster. The requirement is tied to each physical workplace location where you have employees. You must post the current, official EPPA poster at every establishment you operate. If you move or open a new location, you simply need to ensure a compliant poster is displayed there. Contact the Wage and Hour Division to confirm posting rules for multiple sites.
You do not renew a poster on a set schedule like a local business license. You are required to post the most current version issued by the U.S. Department of Labor. The law itself is stable, but poster designs and contact information are updated periodically. It is your responsibility to check for revisions, typically by reviewing the DOL's website annually, to ensure your posted notice remains compliant.
There is no scheduled inspection for this specific poster. Compliance is typically verified during a broader investigation by the U.S. Department of Labor's Wage and Hour Division, often triggered by an employee complaint. An investigator will visit your workplace and check for the required federal and state labor law postings in a common area accessible to all employees. Failure to display the correct poster can result in citations and fines per federal regulations.
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 Texas specifically, we have analyzed compliance dossiers for 3 cities (Dallas, Houston, San Antonio), 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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