Employee Polygraph Protection Act (EPPA) Poster in Tacoma, Washington (2026)
You can face federal fines of up to $21,432 per violation for failing to display the Employee Polygraph Protection Act (EPPA) Poster—often called the "lie detector test rights" poster—where your staff can see it. This is a mandatory federal posting enforced by the U.S. Department of Labor (Wage and Hour Division), and it must be displayed in Tacoma, Washington. Key facts:
- 12 fields to complete — ApronPrep auto-fills 10
- $0–$0 government filing fee for the poster itself
- Processing time varies as this is a 'display upon hire' requirement
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
Posting the Employee Polygraph Protection Act (EPPA) notice is a federal workplace requirement for nearly all private employers. It is mandated by the U.S. Department of Labor (DOL) under the EPPA of 1988 (29 U.S.C. §§ 2001–2009), which prohibits most private employers from using lie detector tests for pre-employment screening or during employment. In Washington and Tacoma, this federal mandate applies directly to your restaurant. You must display this DOL-approved poster alongside other required notices like the FLSA, FMLA, and OSHA posters. The DOL provides the official poster at no cost, but failure to obtain and post it correctly triggers federal penalties.
While Tacoma does not impose additional local penalties specifically for EPPA violations, the federal consequences are significant and can impact your operations. Based on DOL enforcement data for the Pacific Northwest, common penalties include:
- Civil money penalties of up to $25,906 per violation for willful or repeated failures to post required notices, as adjusted by the DOL for 2026.
- Increased liability in wage & hour disputes—DOL investigators and plaintiff’s attorneys use missing posters as evidence of broader non-compliance, potentially triggering audits for FLSA overtime or minimum wage violations.
- Insurance and lease complications—some commercial liability insurers and landlords view repeated DOL violations as operational risk factors, which can affect policy renewals or lease agreements.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In January 2026, the DOL adjusted the maximum civil penalty for willful posting violations to $25,906 per violation, reflecting annual inflation adjustments mandated by federal law.
Who Needs a Employee Polygraph Protection Act (EPPA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required, as the EPPA applies to all private sector employers engaged in interstate commerce who have one or more employees, with no exemptions for standard restaurants. |
| Bar / Nightclub | Required | Required, as bars and nightclubs employing at least one person fall under the jurisdiction of the federal Department of Labor and must display the poster. |
| Food Truck | Required | Required, as mobile food establishments with employees are considered employers under the EPPA and must comply with federal workplace posting laws. |
| Coffee Shop / Café | Required | Required, as coffee shops are private employers covered by the Fair Labor Standards Act and thus subject to EPPA posting requirements. |
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
booleanCheck 'Yes' if you have any employees, including part-time, temporary, or family members; if you have zero employees, check 'No' and the requirement is typically not applicable.
COMMON MISTAKE: Selecting 'No' when you have any employees, which can lead to non-compliance penalties if an inspection finds you are subject to the law.
Number of Employees
numberEnter the total number of individuals you employ, which determines if the EPPA applies; the law applies to virtually all private-sector employers, regardless of size.
COMMON MISTAKE: Leaving blank or entering '0' when you have employees, or counting contractors incorrectly; this field is a basic compliance check.
Primary Workplace Address
addressEnter the physical street address of your primary business location where the poster must be displayed; use the official business address, not a P.O. Box.
COMMON MISTAKE: Using a home office address for a separate restaurant location, or entering an incomplete address missing suite or unit number.
Has Multiple Work Locations
booleanCheck 'Yes' if you operate more than one workplace (e.g., a second kitchen, catering facility, or administrative office); each location requires its own poster.
COMMON MISTAKE: Selecting 'No' when you have multiple sites, leading to incomplete compliance and potential fines for each missing poster.
Poster Display Location Description
textDescribe where the poster is or will be placed (e.g., 'employee break room bulletin board,' 'kitchen entrance near time clock,' 'next to other required labor law posters').
COMMON MISTAKE: Vague descriptions like 'in the office' that don't confirm a conspicuous location accessible to all employees, as required by DOL regulations.
Currently Has EPPA Poster Displayed
booleanCheck 'Yes' if the official U.S. Department of Labor EPPA poster is already posted; if not, you must download and display it to be compliant.
COMMON MISTAKE: Selecting 'Yes' when displaying an outdated or non-official poster, which does not satisfy the legal requirement.
Current Poster Is Official DOL Version
booleanVerify that any displayed poster is the current version from the DOL website (check for '2026' or later date); outdated posters from vendors or prior years are non-compliant.
COMMON MISTAKE: Assuming any 'labor law poster' meets the requirement; the EPPA poster is a specific, standalone notice that must be the official DOL file.
Poster Download Date
dateEnter the date you downloaded the official poster PDF from the U.S. Department of Labor website (dol.gov); this creates a record of obtaining the current version.
COMMON MISTAKE: Entering a date from a prior year, indicating an outdated poster, or leaving blank, which lacks proof of accessing the current resource.
Poster Display Date
dateEnter the date you physically posted the notice in the workplace; if not yet displayed, enter the date you plan to post it upon receipt.
COMMON MISTAKE: Entering a future date far in advance, or not updating this field after actual display, creating a discrepancy if compliance is audited.
Confirms Understanding of Display Requirements
booleanCheck 'Yes' to affirm you understand the poster must be displayed conspicuously where employees can readily see it, as required by 29 CFR § 801.6.
COMMON MISTAKE: Checking 'Yes' without verifying the location meets 'conspicuous' standards, or skipping this affirmation entirely.
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 Display in a Conspicuous Location
Posting the EPPA notice in a break room, office, or other area not frequented by all employees is a common violation. The U.S. DOL requires it to be placed where employees and applicants can readily see it, such as next to time clocks or on a main employee bulletin board. Failure to post conspicuously can be cited during a DOL investigation, potentially leading to fines for each affected employee.
2. Displaying an Outdated or Incorrect Poster
Using an old poster from a generic supplier that lacks the current DOL seal, contact information, or official regulatory references is a frequent error. The poster must be the official version provided by the Wage and Hour Division. Restaurants that display outdated posters risk non-compliance, as DOL inspectors check for the current publication date, which for 2026 is WHD Publication 1462.
3. Assuming State Law Overrides the Federal Poster
Washington state has its own worker protection laws, but it does not have a separate polygraph law for private employers that changes the federal posting rule. A common mistake is thinking a general state labor poster is sufficient or that the EPPA doesn't apply. The federal EPPA poster is a separate, mandatory requirement. Relying on incorrect assumptions can leave you unprotected during an audit.
Skip the Paperwork on Your Employee Polygraph Protection Act (EPPA) Poster
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Employee Polygraph Protection Act (EPPA) Poster by City in Washington
| City | Fee Range | Timeline |
|---|---|---|
| Seattle | ||
| Spokane | ||
| Tacoma |
Timeline: Employee Polygraph Protection Act (EPPA) Poster Posting Process
Download the Official 2026 EPPA Poster
Obtain the current 'Employee Polygraph Protection Act' poster from the U.S. Department of Labor's Wage and Hour Division website. This is a free, mandatory poster that must be the most recent version—using an outdated poster is a common compliance error. Verify the poster includes the 'OMB Control Number 1235-0005' and is labeled as the 2026 or current version.
Prepare for Display
Print the poster on standard letter-size (8.5" x 11") paper. Ensure the print quality is clear and legible. You must post it in a conspicuous place where employees and applicants can readily see it, such as a break room, near time clocks, or alongside other required federal and state labor law posters. In Washington, you must display it alongside other mandatory posters like the Minimum Wage and Paid Sick Leave posters.
Post the Notice
Physically display the poster at your Tacoma worksite before employees report for work. The posting requirement is immediate and ongoing—there is no 'review period' with a government agency. For businesses with multiple locations or remote workers, you must ensure all affected worksites and employees have access to the poster, which may involve posting at each location or providing an electronic copy via a company intranet.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Washington.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Annual Report Filing
state
Application for Employer Identification Number
federal
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThere is no processing time because no government application is required. The Employee Polygraph Protection Act (EPPA) poster must be displayed as soon as you hire your first employee. The poster itself is a free download from the U.S. Department of Labor website. Most restaurant owners can download and print it within 5 minutes.
The official government filing fee for the federal EPPA poster is $0–$0. The poster is provided at no cost by the U.S. Department of Labor. However, you must pay for its physical display, which overlaps with other posting requirements like the ADA Compliance Self-Certification and minimum wage notices. Not legal advice — verify with the U.S. Department of Labor.
No. The EPPA poster is not a transferable permit. It is a federal labor law notice that must be physically posted at each worksite where employees can readily see it. If you open a new restaurant location, you must download and post a new copy there. This is similar to how a City Business License/Registration is required per location.
You do not renew the poster itself, but you must ensure your posted version is current. The U.S. Department of Labor updates the poster when laws change, so you should check their website annually for revised versions. Using an outdated poster can result in compliance violations during a wage and hour inspection. Contact the Department of Labor to confirm the latest version.
During a federal or state labor inspection, an investigator will check that the EPPA poster is displayed in a conspicuous place where employees can see it (e.g., a break room or near time clocks). Failure to post it can lead to penalties under the Employee Polygraph Protection Act, including fines. The inspection may also review other required postings, so ensure all labor notices are current and visible.
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 Washington specifically, we have analyzed compliance dossiers for 3 cities (Seattle, Spokane, Tacoma), 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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