Employee Rights Under the National Labor Relations Act Poster in Reno, Nevada (2026)
Failure to post the Employee Rights Under the National Labor Relations Act notice, also called a workplace rights poster, can result in unfair labor practice charges and potential back-pay awards for your business, regardless of your union status. This mandatory federal posting is issued by the National Labor Relations Board and applies to nearly all private-sector employers in Reno, Nevada. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0 government filing fee — the NLRB provides the poster at no cost
- Varies processing time — you must post the notice as soon as you receive or download it; there is no application timeline
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 Poster is a federal mandate, not a local Reno ordinance. It is enforced by the National Labor Relations Board (NLRB) under the authority of the National Labor Relations Act (NLRA), specifically Section 6 which grants the NLRB rulemaking authority. This poster, often called the "NLRA Notice" or "Employee Rights" poster, informs employees of their rights to organize, bargain collectively, and engage in other protected concerted activities. While Nevada and Reno do not impose an additional local mandate, the federal requirement applies uniformly to nearly all private-sector employers with a nexus to interstate commerce, including restaurants and retail businesses in Reno.
Failure to conspicuously post this notice can trigger NLRB investigations and significant legal consequences, even without a formal employee complaint. Based on NLRB case history, common penalties for non-compliance include:
- Reinstatement with back pay for employees unlawfully discharged for engaging in protected activity, where the lack of posted notice is cited as evidence the employer did not inform employees of their rights.
- Broad cease and desist orders from the NLRB, mandating the employer stop all unfair labor practices and post the required notice at the worksite for 60 consecutive days.
- Mandatory notice posting requirements as a remedy in unfair labor practice cases, often requiring the employer to physically post and possibly mail or email the NLRB's own remedial notice to all employees.
Legal code: National Labor Relations Act (NLRA)
Recent update: While the core poster requirement has been in effect since 2011, the NLRB periodically updates its guidance on electronic posting for remote workers, with the most recent clarifications issued in 2023.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required, as it is a private-sector employer whose business activity affects interstate commerce, per the NLRA Section 2(6)-(7) jurisdiction thresholds. |
| Bar / Nightclub | Required | Required under the NLRA's general coverage of employers affecting commerce, regardless of whether employees are unionized. |
| Food Truck | Required | Required, as it employs non-supervisory workers and operates in interstate commerce (e.g., purchasing supplies across state lines). |
| Coffee Shop / Café | Required | Required, unless it is a very small, purely local operation with minimal revenue that the NLRB might decline jurisdiction over, which is rare. |
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 one or more employees on payroll, regardless of full-time or part-time status.
COMMON MISTAKE: Incorrectly selecting 'No' for a covered employer, which creates a compliance gap.
Type of Employer
selectSelect the category that best describes your business (e.g., private employer, restaurant, retail, construction, agricultural).
COMMON MISTAKE: Selecting 'Federal Government' or 'State/Local Government' when ineligible, as most government employers are exempt from NLRA posting requirements.
Poster Downloaded
booleanConfirm you have obtained the official poster from the National Labor Relations Board (NLRB) website.
COMMON MISTAKE: Downloading an outdated or unofficial version of the poster, which may not contain the legally required text.
Poster Format/Size
selectIndicate the size of the poster you downloaded (e.g., 11x17 inches standard size, or a different size for electronic posting).
COMMON MISTAKE: Selecting an incorrect or non-standard size that fails to meet the NLRB's readability requirements.
Poster Language(s)
selectSelect the language(s) of the poster you downloaded, typically English, Spanish, or other languages if required.
COMMON MISTAKE: Failing to post in a language understood by a significant portion of your workforce if they are not proficient in English.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical location like an office, storefront, or warehouse where employees work.
COMMON MISTAKE: Selecting 'No' when a physical location exists, leading to incomplete compliance documentation.
Specific Posting Locations
textList the exact physical spots where the poster is displayed (e.g., 'break room bulletin board,' 'time clock area,' 'main entrance hallway').
COMMON MISTAKE: Entering vague locations like 'office' or leaving the field blank, which fails to demonstrate specific compliance.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you employ any workers who do not regularly report to a company-controlled physical workplace.
COMMON MISTAKE: Selecting 'No' when you have remote staff, neglecting the requirement for electronic posting.
Electronic Distribution Method
textDescribe how you distributed the poster to remote employees (e.g., 'posted on company intranet,' 'sent via secured email with read receipt,' 'included in HR onboarding portal').
COMMON MISTAKE: Leaving this field blank when remote employees exist, or describing an inadequate method like a one-time email that may not ensure receipt.
Poster Physically Posted
booleanConfirm you have affixed the physical poster in the workplace location(s) described, in a conspicuous place where employees are likely to see it.
COMMON MISTAKE: Selecting 'Yes' prematurely before the poster is actually posted, or posting in a location not easily accessible to all employees.
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. Using an Outdated or Non-Official Poster Version
Posting a poster from a non-governmental source, like an old union-created version, or failing to use the current mandatory NLRB poster updated as of April 2024. The NLRB will not consider this proper notice, putting you at risk for unfair labor practice charges. Always download the free, official 'Employee Rights under the National Labor Relations Act' poster directly from the NLRB.gov website under 'Forms and Resources' to ensure compliance.
2. Posting in an Inaccessible or Non-Conspicuous Location
Placing the poster in a break room closet, manager's office, or any area not frequented by all employees. The NLRB requires posting 'in conspicuous places' to effectively inform employees of their rights. This mistake can lead to findings of non-compliance during an investigation. Post it alongside other mandatory federal notices (like OSHA and FMLA) in a common area like the main employee entrance or the time-clock location.
3. Failing to Post in All Required Languages
In Reno, if a significant portion of your workforce is not proficient in English, you must provide the poster in the language those employees understand. Posting only the English version for a Spanish-speaking kitchen staff, for example, violates the requirement to effectively inform all employees. Check the NLRB website for official translated versions (Spanish is commonly available) and post them alongside the English notice.
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.
No credit card required
Employee Rights Under the National Labor Relations Act Poster by City in Nevada
| City | Fee Range | Timeline |
|---|---|---|
| Henderson | ||
| Las Vegas | ||
| Reno |
Timeline: 1-2 Days (Poster Procurement and Posting)
Obtain the Official Poster
Download the current NLRB Form NLRB-1403, "Employee Rights Under the National Labor Relations Act" poster, directly from the National Labor Relations Board website at NLRB.gov. The file is available as a PDF in multiple languages. You must use this official federal form; state-issued labor law posters do not substitute for this specific federal requirement.
Prepare for Posting
Print the poster on standard letter-sized (8.5” x 11”) paper or larger. Ensure the print quality is clear and legible from a reasonable distance. Identify a conspicuous place where employees will readily see it—common areas like a break room, near time clocks, or next to other required labor law posters are ideal. Gather supplies like tape or a push pin.
Display the Poster
Physically post the NLRB notice in your Reno business premises. For remote or teleworking employees, the NLRB requires electronic posting, typically via a conspicuous link on an internal company intranet or shared drive that employees regularly access. This two-pronged posting requirement is critical for compliance.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Nevada.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Application for Employer Identification Number
federal
Articles of Organization (LLC) or Articles of Incorporation (Corporation)
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThere is no processing or approval timeline because this is a federal posting requirement, not a permit issued by Reno or Nevada. The poster must be displayed immediately upon hiring your first employee. For state-specific requirements that do have processing times, like your City Business License/Registration, review the respective application guides.
The government filing fee for the official National Labor Relations Act (NLRA) poster is $0, as it is provided free by the National Labor Relations Board (NLRB). The cost comes from ensuring you have it printed and posted in your workplace alongside other required notices, such as those for E-Verify Enrollment. Not legal advice — verify poster requirements with the NLRB.
No. This is not a transferable license but a federal notification requirement that applies separately to each worksite. If you open a new restaurant location, you must obtain and post a fresh NLRA poster at that address. You will also need to secure location-specific permits for the new site, such as a new Alarm System Permit/Registration.
You do not 'renew' the poster, but you must replace it if it becomes damaged, defaced, or outdated due to changes in NLRB regulations. The NLRB typically updates the poster content every few years, so you should check their website annually for new versions. Maintaining current postings is part of broader compliance, similar to keeping your Application for Employer Identification Number information updated with the IRS.
There is no routine 'inspection' for the NLRA poster itself. However, NLRB agents may visit a worksite during an investigation of an unfair labor practice charge. They will verify the poster is displayed in a conspicuous area accessible to all employees. Failure to post can be used as evidence of anti-union animus and may result in extended backpay awards or other remedies, per NLRB case law.
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 Nevada specifically, we have analyzed compliance dossiers for 3 cities (Henderson, Las Vegas, Reno), 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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