Employee Rights Under the Fair Labor Standards Act (FLSA) Poster in Spokane, Washington (2026)
You can face Department of Labor (DOL) Wage and Hour Division penalties of up to $1,927 per violation for not properly displaying the mandatory Employee Rights Under the Fair Labor Standards Act (FLSA) Poster, also called the federal minimum wage poster. This is a federal requirement enforced by the DOL in Spokane, Washington. Key facts:
- 18 fields on the order form — ApronPrep auto-fills 15
- $0–$0 government filing fees for the poster itself
- Varies — posters can be downloaded instantly or shipped
Analyzed from Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
83% from one compliance interview
Manual entry or document upload required
Why You Need a Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
Posting the Employee Rights Under the Fair Labor Standards Act (FLSA) poster is a federal mandate, enforced by the U.S. Department of Labor’s Wage and Hour Division. The requirement stems primarily from the Fair Labor Standards Act (FLSA) itself, as codified in 29 CFR Part 516.4, which mandates employers to inform employees of their rights. While Washington state and the City of Spokane do not have a separate local ordinance creating an additional posting, compliance with this federal standard is a baseline condition of operating any business with employees. The poster consolidates federally required notices, including those for the Family and Medical Leave Act (FMLA), Davis-Bacon Act, and Service Contract Act, into one document. You must display it in a conspicuous place where employees can readily see it, such as a break room or near time clocks.
Failure to post this required notice is considered a violation of federal labor law and can trigger significant consequences during a DOL audit or employee complaint. The practical penalties are severe and cumulative:
- Civil Money Penalties: For willful or repeated violations of the posting requirement, the DOL can assess civil money penalties. While not a direct fine for the poster alone, its absence is often cited alongside other violations, amplifying total penalties.
- Liquidated Damages & Back Wage Liability: If an employee successfully sues for unpaid wages (e.g., overtime) and you failed to post the required notice, courts may view this as evidence of a willful violation. This can entitle the employee to liquidated damages equal to double the amount of back wages owed, effectively tripling your financial liability.
- Audit & Investigation Trigger The absence of the poster is a red flag that prompts DOL investigators to scrutinize your pay practices, timekeeping, and child labor compliance more deeply, potentially uncovering other violations.
- Lease and Insurance Implications Commercial leases often require compliance with all laws. A significant DOL fine could be grounds for a lease violation. Similarly, some business insurance policies may not cover fines for regulatory non-compliance.
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 issued updated versions of the FLSA and FMLA posters; while the core requirement remains unchanged, you must display the current version to ensure compliance.
Who Needs a Employee Rights Under the Fair Labor Standards Act (FLSA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for all establishments with two or more employees engaged in interstate commerce or producing goods for commerce, with annual gross sales of at least $500,000. |
| Bar / Nightclub | Required | Required, as these establishments are typically considered 'enterprises' under the FLSA, meeting the $500,000 annual sales threshold. |
| Food Truck | Required | Required if the enterprise (which may include the food truck and any other businesses under common ownership) meets the FLSA's coverage thresholds. |
| Coffee Shop / Café | Required | Required, as the sale of coffee and food is considered interstate commerce, and such establishments generally meet the revenue threshold. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (18 Fields)
15 of 18 auto-filledBusiness Has Employees
booleanEnter 'Yes' if your business has any employees, including part-time, temporary, or family members; the FLSA poster requirement applies once you have even one employee who is not a sole owner.
COMMON MISTAKE: Business owners mistakenly enter 'No' if they are the sole worker, but 'Yes' is required for any non-owner employees, leading to incorrect compliance status.
Total Number of Employees
numberEnter the total headcount of all individuals you employ, including part-time, temporary, seasonal, and minors, as this determines the scope of your posting obligation.
COMMON MISTAKE: Under-reporting by excluding part-time or temporary staff, which can result in an insufficient number of posters being ordered for the workforce size.
Number of Business Locations
numberEnter the count of all distinct physical establishments or work sites you operate, as a poster must be displayed at each location where employees work.
COMMON MISTAKE: Forgetting to include secondary sites, warehouses, or remote offices, which leaves those locations out of compliance and at risk for fines.
All Employees Speak English
booleanSelect 'Yes' only if every employee in your workforce can read and understand English proficiently; if not, you are legally required to obtain posters in other languages.
COMMON MISTAKE: Assuming 'Yes' if most employees speak English, but the requirement is all employees; this mistake leads to a failure to provide accessible notices.
Other Languages Spoken by Workforce
textList the primary languages (e.g., Spanish, Vietnamese) spoken by employees who are not proficient in English, as translated FLSA posters must be provided for them.
COMMON MISTAKE: Leaving this field blank when 'All Employees Speak English' is 'No,' which results in an incomplete compliance checklist and potential Department of Labor violations.
Has Remote Workers
booleanEnter 'Yes' if you employ any personnel who primarily work from home or other remote sites, as this triggers specific electronic posting or direct delivery requirements.
COMMON MISTAKE: Overlooking hybrid or telecommuting staff, leading to a failure to provide the required notice to all covered employees, which is a common audit finding.
Physical Workplace Addresses
textProvide the full street addresses for each physical location where employees report for work, as posters must be placed in conspicuous areas at every site.
COMMON MISTAKE: Entering only the main office address and omitting satellite locations, resulting in non-compliance at those sites and exposure to penalties.
FLSA Poster Downloaded
booleanConfirm you have obtained the official 'Employee Rights Under the Fair Labor Standards Act' poster from the U.S. Department of Labor website or an approved provider.
COMMON MISTAKE: Downloading an outdated or non-compliant version from a third-party site, which does not satisfy the legal requirement and can invalidate your compliance.
Translated Posters Downloaded
booleanSelect 'Yes' if you have downloaded the required FLSA poster translations based on the languages listed in the 'Other Languages Spoken by Workforce' field.
COMMON MISTAKE: Failing to acquire translated posters after indicating a multilingual workforce, which is a direct violation of FLSA accessibility rules and carries fines.
Poster Printed
booleanConfirm that the required FLSA posters (English and any translations) have been physically printed and are ready for display, as digital files alone are insufficient for most physical workplaces.
COMMON MISTAKE: Assuming digital copies on a shared drive are adequate for compliance, but the law typically requires a physical posting in a common area where employees can see it.
ApronPrep auto-fills 15 of 18 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Employee Rights Under the Fair Labor Standards Act (FLSA) Poster Mistakes
1. Using an Outdated or Incorrect Poster Version
Failing to display the current, official Department of Labor (DOL) "Employee Rights Under the Fair Labor Standards Act" poster. The DOL periodically updates this poster, and using an old version, like one from before 2020, can be a violation. Always download the free PDF directly from the DOL's Wage and Hour Division website to ensure you have the correct, legally mandated version. This mistake is the most common compliance trigger during investigations, potentially leading to fines.
2. Posting in an Inaccessible or Non-Prominent Location
Placing the poster where employees cannot easily see it, such as in a locked manager's office, a back hallway, or a non-employee area. The regulation requires it be posted "conspicuously" in all establishments where employees can readily see it. In Spokane, inspectors specifically check for visibility in common break areas or near time clocks. This oversight can result in a citation during a DOL audit, even if the correct poster is physically on-site.
3. Failing to Post for Remote or Telework Employees
Assuming physical posting at a central office covers all employees, neglecting those who work fully remotely. The DOL requires that all employees be notified of their rights. For remote workers, the employer must provide the poster via electronic means, such as emailing the official PDF or posting it on a company intranet site that employees are required to access. Not doing so leaves the business non-compliant for a segment of its workforce.
Skip the Paperwork on Your Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
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Employee Rights Under the Fair Labor Standards Act (FLSA) Poster by City in Washington
| City | Fee Range | Timeline |
|---|---|---|
| Seattle | ||
| Spokane | ||
| Tacoma |
Process to Obtain and Post the Federal FLSA Poster in Spokane
Download or Order the Correct Federal Poster
Access the official 'Employee Rights Under the Fair Labor Standards Act (FLSA)' poster from the U.S. Department of Labor's Wage and Hour Division website (dol.gov/whd). This is a federal form; there is no separate Spokane-specific version. You can download a free PDF to print or order a printed copy by mail. Ensure you get the latest version, as the DOL updates it periodically. Downloading takes minutes, while mail orders can add 1-2 weeks for delivery.
Print and Prepare the Poster
If you download the PDF, print it on durable paper at 11"x17" size as recommended for visibility. The poster must be in English. If a significant portion of your workforce speaks another language, you may need to post the corresponding translated version available on the DOL site. Have tape or frames ready for posting. Using a low-quality print or incorrect size is a common compliance oversight.
Post in a Conspicuous Location
Display the poster where employees can easily see it, such as a common area, break room, or near time clocks. The location must be accessible to all employees, including those without regular computer access. For remote workers, you must provide the poster digitally, such as via company intranet or email. Failure to post in a location all employees frequent is a frequent violation noted in DOL inspections.
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 RequirementsTiming varies as there is no formal application or approval process. The poster is a downloadable or printable document available immediately from the U.S. Department of Labor. You can obtain and post it in your Spokane restaurant the same day.
The government filing fee for the FLSA poster is $0–$0. Federal law requires employers to post it, but the poster itself is provided at no cost by the U.S. Department of Labor. Not legal advice — verify with the Wage and Hour Division.
Yes, you can move the physical poster to a new business location. The FLSA posting requirement is per worksite, not tied to a permit number. If you are establishing a new location, you must also ensure you have the correct local licenses, such as a City Business License/Registration.
You do not renew the poster on a set schedule. You are required to keep the current version posted at all times. You should check for updated versions from the Department of Labor whenever you renew other key filings, like your Annual Report Filing.
A federal or state wage/hour investigator will check for the poster's presence and correct version during a compliance audit. The poster must be displayed conspicuously where employees can readily see it. Failure to post can result in fines, independent of other violations found.
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 18 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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