Employee Rights Under the National Labor Relations Act Poster in Springfield, Massachusetts (2026)
You risk an unfair labor practice charge and fines from the National Labor Relations Board (NLRB) if you fail to display the federal Employee Rights Under the National Labor Relations Act poster. This mandatory workplace notice, also known as the NLRA poster, is enforced by the NLRB for Springfield employers. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees (the poster itself is free)
- Varies processing time (poster must be displayed immediately upon receipt)
Analyzed from Employee Rights Under the National Labor Relations Act Poster
85% from one compliance interview
Manual entry or document upload required
Why You Need a Employee Rights Under the National Labor Relations Act Poster
The requirement stems from the federal National Labor Relations Act (NLRA), specifically the provisions enforced by the National Labor Relations Board (NLRB). The NLRA guarantees employees' rights to organize and bargain collectively. To inform them of these rights, most private-sector employers are mandated by NLRB rules to prominently display the official poster "Employee Rights Under the National Labor Relations Act." This federal law applies uniformly in Springfield, Massachusetts, as in all other states, and preempts any conflicting local ordinances. The NLRB provides the poster at no cost, but it is your responsibility as the employer to obtain and display it in a conspicuous location.
Failing to post this required notice can lead to significant consequences during an employee's unfair labor practice charge. While there is no direct fine for the mere absence of the poster, its absence can be used as evidence of an employer's anti-union animus in broader cases, potentially affecting the outcome and remedies. The NLRB can order:
- Reinstatement with back pay: For employees unlawfully discharged for engaging in protected concerted activity.
- Cease and desist orders: Mandating an employer stop specific unfair labor practices.
- Notice posting requirements: A formal order requiring the employer to post a specific NLRB notice admitting to violations, often for 60 days, in the same location the required poster should have been.
Legal code: National Labor Relations Act (NLRA)
Recent update: In August 2023, the NLRB issued its final rule on the standard for determining joint-employer status under the NLRA, which may affect which businesses are responsible for posting this notice in certain franchise or contractor relationships.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required as the business directly affects interstate commerce and is not a government or agricultural employer exempted by the NLRA §2(2). |
| Bar / Nightclub | Required | Required as establishments serving food/beverage to the public meet the NLRA's broad jurisdictional thresholds for non-exempt employers. |
| Food Truck | Required | Required because food trucks are private-sector employers whose operations affect interstate commerce (e.g., buying supplies across state lines). |
| Coffee Shop / Café | Required | Required as retail food service establishments are covered under NLRA jurisdiction and do not qualify for statutory exemptions. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (13 Fields)
11 of 13 auto-filledBusiness Has Employees
booleanSelect 'Yes' if you have any employees (including part-time, seasonal, or union-represented) or 'No' if you are a sole proprietor with no other workers.
COMMON MISTAKE: Sole proprietors often mistakenly select 'Yes' because they pay themselves, but this field applies only to individuals you hire and direct.
Type of Employer
selectSelect your business classification based on your annual gross revenue and industry, as the NLRA exempts some employers (e.g., agricultural, railroad, airline).
COMMON MISTAKE: Selecting 'General Employer' when your business qualifies for an exemption under NLRA § 152(2), leading to unnecessary compliance steps.
Poster Downloaded
booleanConfirm you have downloaded the official NLRB poster 'Employee Rights Under the NLRA' (Form NLRB-14023) from the National Labor Relations Board website.
COMMON MISTAKE: Downloading outdated versions or posters from third-party sites, which may lack current disclaimers or language requirements.
Poster Format/Size
selectSelect the physical poster size you will display; the NLRB requires at least 11x17 inches, but 8.5x11 is acceptable if downloaded and printed from their PDF.
COMMON MISTAKE: Selecting a poster size smaller than 8.5x11 inches, which violates NLRB posting rules and can trigger a notice of non-compliance.
Poster Language(s)
selectSelect all languages in which you have downloaded and will post the notice, as required if a significant portion of your workforce is not proficient in English.
COMMON MISTAKE: Selecting only English when over 20% of your workforce speaks another language, which violates NLRA § 102.119 posting rules.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical office, store, or facility where employees report for work.
COMMON MISTAKE: Selecting 'No' if you have a hybrid model where some employees occasionally report on-site, which still qualifies as a physical workplace.
Specific Posting Locations
textList all physical locations where the poster is displayed, such as 'break room bulletin board,' 'time clock area,' or 'main entrance.'
COMMON MISTAKE: Listing locations not frequented by employees (e.g., manager's office) or omitting break rooms, which are common NLRB inspection targets.
Has Remote/Off-site Employees
booleanSelect 'Yes' if any employees work exclusively from home or other locations without regular access to your physical workplace.
COMMON MISTAKE: Selecting 'No' if you have telecommuters, which requires electronic posting and can lead to penalties if omitted during an NLRB audit.
Electronic Distribution Method
textDescribe how you provide the poster to remote employees, such as 'company intranet,' 'email attachment,' or 'shared HR portal,' per NLRB rules.
COMMON MISTAKE: Entering vague methods like 'online' instead of specific systems, which may not satisfy NLRB proof-of-posting requirements.
Poster Physically Posted
booleanConfirm the poster is currently displayed in all required physical locations and has been since your employees' first day of work.
COMMON MISTAKE: Selecting 'Yes' before actually posting, which risks non-compliance if an NLRB inspection occurs before physical display.
ApronPrep auto-fills 11 of 13 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Employee Rights Under the National Labor Relations Act Poster Mistakes
1. Posting an Obsolete or Incorrect Poster Version
Businesses often post an outdated version of the NLRA poster, failing to include the mandatory Spanish-language text or the correct contact information for the National Labor Relations Board. The NLRB considers this a failure to post the required notice. To avoid this, download the current "Employee Rights Under the NLRA" poster directly from the NLRB.gov website, which is labeled as the official November 2023 version. Using an older poster from a third-party site risks non-compliance.
2. Placing the Poster in an Inaccessible or Non-Conspicuous Location
Posting the notice in a break room that only some employees use, in a manager's office, or on a cluttered bulletin board can be deemed insufficient. The law requires the poster be placed where other official employee notices are customarily posted and where it will be readily seen by employees. The most common rejection reason cited by NLRB inspectors is that the poster was not in a 'conspicuous place.' Place it next to your Massachusetts Minimum Wage and OSHA posters in a high-traffic employee area.
3. Failing to Post for All Employee Groups
If your Springfield business has remote workers, multiple small locations, or non-traditional worksites (like delivery drivers who start their day at a central depot), you must ensure the poster is accessible to all covered employees. The NLRB's posting rule applies to all employers subject to its jurisdiction, regardless of employee work arrangement. Not providing the notice to all employee groups can lead to unfair labor practice charges and potential back-pay liability.
Skip the Paperwork on Your Employee Rights Under the National Labor Relations Act Poster
ApronPrep auto-fills 11 of 13 fields from one compliance interview.
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Employee Rights Under the National Labor Relations Act Poster by City in Massachusetts
| City | Fee Range | Timeline |
|---|---|---|
| Boston | ||
| Springfield | ||
| Worcester |
Timeline: Posting Compliance Steps
Download or Order the Official Poster
Obtain the free, mandatory NLRA poster (“Your Rights Under the National Labor Relations Act”) from the National Labor Relations Board (NLRB). The most reliable source is downloading the PDF directly from the NLRB.gov website’s publications section. You can also order a physical copy via phone (1-844-762-6572), which arrives in 7-10 business days. Ensure you have the correct version (Rev. September 2023 or later). Using an outdated or incorrect version is a common violation.
Prepare for Posting and Internal Documentation
Identify a conspicuous location where employees regularly gather, such as a break room, near time clocks, or alongside other required labor law posters. Ensure you have a method to post it securely. There is no formal application or submission to any agency, but you should document the posting date with a dated photo for your records. This step is critical for proving compliance if ever questioned by the NLRB or during a labor dispute.
Post the Notice in Required Locations
Place the poster in all required conspicuous places where your Springfield, MA employees can readily see it. For businesses with a physically dispersed workforce or no common break area, you must post it electronically on an internal employee website or intranet if you customarily use such systems to communicate employment policies. Failing to post electronically, when other policies are communicated that way, is a frequent oversight that can lead to unfair labor practice charges.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Massachusetts.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Alcoholic Beverages Local Retail License
local
Allergen Awareness Training Certificate
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe timeline is immediate upon download from the National Labor Relations Board (NLRB) website. Since this is a federal document you simply download and post, there is no processing or approval period from any Springfield or Massachusetts agency. Your timeline is determined by how quickly you download, print, and physically post it in your workplace, which you should do as soon as you have employees.
The government filing fee for the official poster is $0–$0. The NLRB provides the PDF file for free download and printing. Your only potential costs are for printing materials. Not legal advice — verify download availability on the NLRB website.
No, you cannot 'transfer' a poster. Each covered business location must display its own copy of the poster. If you open a new restaurant location, you must download and post a new copy there. This requirement is separate from local permits like a Certificate of Occupancy, which is also required per location before you can legally operate.
You do not renew the poster. However, you must replace it with an updated version if the NLRB revises the official notice, which they are required to do if the underlying law changes. You should check the NLRB website periodically for updates, similar to how you must keep other workforce documents current, like ensuring your Allergen Awareness Training Certificate is renewed every five years as required by Massachusetts law.
There is no scheduled 'inspection' for this poster. Compliance is typically verified if the NLRB investigates a separate unfair labor practice charge at your business, or during a union organizing effort. An agent will check if the poster is conspicuously posted where employees can see it. Failure to post can be used as evidence of anti-union animus and may extend the statute of limitations for filing charges.
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 Massachusetts specifically, we have analyzed compliance dossiers for 3 cities (Boston, Springfield, Worcester), generating Rich FILs (Form Intelligence Layers) with 13 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
- National Labor Relations Act (NLRA)
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