Employee Rights Under the National Labor Relations Act Poster in Grand Rapids, Michigan (2026)
Operating without the mandatory Employee Rights Under the National Labor Relations Act Poster (also called the NLRA notice) leaves you exposed to unfair labor practice charges, regardless of whether your staff are unionized. This is a federal requirement from the National Labor Relations Board that must be displayed at your Grand Rapids workplace. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees
- Varies timeline to obtain and post
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 to post the Employee Rights Under the National Labor Relations Act (NLRA) poster in your Grand Rapids workplace is federally mandated by the National Labor Relations Act (NLRA). The National Labor Relations Board (NLRB) is the issuing authority. A final rule published by the NLRB on August 25, 2023, explicitly requires most private-sector employers to prominently display this notice, often referred to as the NLRA employee rights poster. The poster informs employees of their federally protected rights to organize, bargain collectively, and engage in other concerted activities for mutual aid or protection.
Failure to display this federally required notice can lead to an unfair labor practice charge. The NLRB's standard remedy for a failure-to-post violation is not a specific fine, but it can trigger significant operational and financial consequences. Based on NLRB case history, typical penalties and consequences include:
- Cease-and-desist orders requiring you to immediately post the notice.
- Mandatory notice posting requirements for a specified period, often 60 days.
- Reinstatement with back pay for any employee discharged for exercising NLRA rights, if the violation is found to have contributed to the discharge.
- Potential extension of the 6-month statute of limitations for filing other unfair labor practice charges against your business.
- Complications with lenders or insurers who review your compliance with federal employment regulations during due diligence.
Legal code: National Labor Relations Act (NLRA)
Recent update: The NLRB's rule requiring employers to post the NLRA rights notice was reinstated and became effective on August 25, 2023, following a 2022 court ruling; there have been no substantive changes to the poster's content or the posting requirement since that reinstatement.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required because the establishment is a private-sector employer engaged in interstate commerce and its annual gross volume exceeds $500,000, placing it under NLRB jurisdiction per the Act. |
| Bar / Nightclub | Required | Required as a private-sector employer affecting interstate commerce, typically exceeding the NLRB's non-retail monetary threshold of $500,000 in annual business. |
| Food Truck | Required | Required because the business is an employer whose operations cross state lines or affect interstate commerce, bringing it under NLRB jurisdiction. |
| Coffee Shop / Café | Required | Required as a private-sector employer; even small retail establishments are generally covered by the NLRA if they meet or exceed the jurisdictional standards for retail. |
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 your business currently has employees or hires workers, as the NLRA posting requirement applies to nearly all private sector employers.
COMMON MISTAKE: Selecting 'No' because you only have contractors, but the NLRA defines 'employee' broadly and covers many workers.
Type of Employer
selectSelect your business type from the list (e.g., Private Sector, Unionized Workplace, Construction) as coverage and exemptions vary; most private employers are covered.
COMMON MISTAKE: Incorrectly selecting 'Agricultural' or 'Railway/Airline' when not applicable, as these are under different federal labor laws.
Poster Downloaded
booleanConfirm you have downloaded the official 'Employee Rights Under the National Labor Relations Act' poster from the NLRB website (nlrb.gov).
COMMON MISTAKE: Downloading an outdated or modified version; the poster must be the current version mandated by the NLRB.
Poster Format/Size
selectSelect the poster format you will use (e.g., 11x17 inches) as specified by the NLRB; it must be large enough to be easily readable.
COMMON MISTAKE: Using a smaller, unreadable print size or an incorrect aspect ratio that shrinks the text.
Poster Language(s)
selectSelect the language(s) in which you will post (e.g., English only, English and Spanish) based on the primary language of your workforce.
COMMON MISTAKE: Failing to post in a second language if a significant portion of your workforce does not read English proficiently.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical location like an office, warehouse, or store where employees report for work.
COMMON MISTAKE: Selecting 'No' if you have any central office or worksite, as the poster must be displayed there.
Specific Posting Locations
textList all specific physical locations where the poster will be displayed (e.g., 'Break room bulletin board,' 'Time clock area,' 'HR office door').
COMMON MISTAKE: Vague entries like 'the office'; be specific to demonstrate compliance with the NLRB's 'conspicuous place' requirement.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you employ workers who primarily work from home or other off-site locations and do not regularly visit a physical workplace.
COMMON MISTAKE: Selecting 'No' when you have telecommuters, which triggers the requirement for electronic distribution.
Electronic Distribution Method
textIf you have remote employees, describe how you will distribute the poster electronically (e.g., 'Company intranet,' 'Email attachment,' 'HR portal').
COMMON MISTAKE: Leaving blank when remote employees exist, or listing an unreliable method like a rarely-checked shared drive.
Poster Physically Posted
booleanConfirm the physical poster is posted in all identified conspicuous locations; this is a final compliance check.
COMMON MISTAKE: Confirming 'Yes' before actually posting, which can lead to non-compliance if inspected.
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. Failing to post the mandatory 11"x17" official NLRB poster
Displaying a downloaded, resized, or outdated version of the 'Employee Rights Under the NLRA' poster from the NLRB website. The NLRB requires the official 11"x17" format (or larger) with updated text as of April 2023. Using a non-compliant version is a common violation and can lead to unfair labor practice charges if reported. To avoid this, order or print the poster directly from the NLRB's 'Publications' page and verify it's the 'Updated April 2023' version.
2. Posting in an area inaccessible to all employees
Placing the poster in a breakroom, manager's office, or back-of-house area where only some employees routinely go, such as excluding delivery drivers or remote staff. The NLRB rule (29 CFR §104.3) requires conspicuous posting where all employees, including those without regular computer access, can see it. This mistake can invalidate your compliance. Post it alongside other mandatory federal posters (like OSHA and FLSA) in a common area like a main hallway or near time clocks, and provide a copy to remote workers via email or company intranet.
3. Not providing the poster in required alternate languages
Employing a significant portion of non-English speaking workers but only displaying the English version of the NLRA poster. If 20% or more of your workforce in Grand Rapids is not proficient in English, you must also post the NLRB's official version in their language (commonly Spanish). Failing to do this is a frequent oversight in diverse workforces and can lead to compliance complaints. Check your workforce demographics and download the corresponding official translated poster from the NLRB website if the threshold is met.
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 Michigan
| City | Fee Range | Timeline |
|---|---|---|
| Detroit | ||
| Grand Rapids | ||
| Warren |
Timeline: Varies
Determine Your Obligation & Download the Poster
Review the NLRA poster requirements to confirm your business must post it. The requirement generally applies to almost all private sector employers in Grand Rapids. Download the official "Employee Rights Under the National Labor Relations Act" poster (Form NLRB-1465) for free from the National Labor Relations Board (NLRB) website at nlrb.gov. Do not use an outdated or non-official version, as posting an incorrect poster can be considered non-compliance.
Print or Order the Official Poster
Print the downloaded PDF poster on 11x17-inch paper (or as specified by the NLRB) to ensure text is legible. Alternatively, you can order a pre-printed poster at no charge directly from the NLRB's online ordering system. Have a reliable printer or internet access ready to place the order. The most common issue is printing on undersized paper, making the mandatory text too small to read.
Display the Poster in the Required Location
Physically post the notice in a conspicuous place where other employee notices are customarily posted, such as a break room, bulletin board, or near time clocks. The location must be readily visible to all employees, including remote workers who report to the Grand Rapids location. For workplaces where employees primarily communicate electronically, you must also post the notice on an internal or external website or by email. Failure to post in all required locations is a frequent compliance oversight.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Michigan.
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 RequirementsThe timeline varies as this is not a permit you obtain. The National Labor Relations Board (NLRB) provides the official poster for immediate download from its website. Once printed, you must post it promptly to comply with the National Labor Relations Act (NLRA). Processing time is not applicable; compliance is about immediate posting after you obtain the required Application for Employer Identification Number or hire your first employee.
Government filing fees are $0–$0. The NLRB does not charge for the official poster file, which you can download and print yourself. Your only cost may be for printing materials. This is different from local permits like a City Business License/Registration, which have separate fees. Not legal advice — verify current requirements with the NLRB.
No, this poster is not a transferable permit. The NLRA posting requirement applies to each physical establishment where employees work. If you move or open a new location, you must download and post a fresh copy of the current NLRB poster at that new site. This is a federal workplace notice, distinct from location-specific permits like a local Certificate of Occupancy.
You do not renew it, but you must ensure your posted version is the current one. The NLRB updates the poster content when the law changes. You must replace the old poster with the updated version immediately upon release. There is no set renewal cycle; monitor the NLRB website for updates, unlike an Annual Report Filing which has a fixed yearly deadline.
There is no scheduled inspection for this poster. NLRB agents may check for compliance during an investigation triggered by an employee unfair labor practice charge. They will verify the poster is displayed in a conspicuous place where employees are likely to see it. Non-compliance can result in remedies ordered as part of the broader case. This differs from routine safety or building inspections for permits.
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 Michigan specifically, we have analyzed compliance dossiers for 3 cities (Detroit, Grand Rapids, Warren), 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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