Employee Rights Under the National Labor Relations Act Poster in Paterson, New Jersey (2026)
You risk a complaint or investigation by the National Labor Relations Board (NLRB) for not displaying the federally mandated Employee Rights Under the National Labor Relations Act poster in your workplace. The official NLRB poster must be posted by all private-sector employers in Paterson, New Jersey. This requirement is also known as the NLRA rights notice. Key facts:
- 13 fields to provide employer identification information — ApronPrep auto-fills 11
- $0–$0 government filing fee for the poster itself
- Varies — must be posted promptly upon hire and kept visibly displayed at all times
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
You must post the Employee Rights Under the National Labor Relations Act poster to comply with a final rule issued by the National Labor Relations Board (NLRB). The requirement is based on the Board’s authority under Section 6 of the National Labor Relations Act (NLRA), as implemented by the regulation at 29 CFR § 104. This rule mandates that nearly all private-sector employers, including restaurants in Paterson, post a notice informing employees of their rights under the NLRA, such as the right to organize and bargain collectively.
If you fail to display this poster, the NLRB views it as an unfair labor practice. This can trigger formal complaints and severe, non-monetary penalties that disrupt your business. Based on NLRB case data for the region, typical consequences include:
- Cease-and-desist orders: The NLRB can order you to immediately stop the unlawful conduct, which may include failing to post the notice.
- Reinstatement with back pay: If an employee is unlawfully discharged and your failure to post the notice is part of the case, you may be forced to rehire them and pay all lost wages and benefits.
- Mandatory notice posting: The Board can order you to post a formal, specific NLRB notice for 60 days, admitting to the violation.
- Tolling of the statute of limitations: If you don’t post the required notice, the 6-month filing period for employee charges against you may be extended, exposing you to liability for older claims.
Legal code: National Labor Relations Act (NLRA)
Recent update: The NLRB has maintained the poster requirement since its 2011 implementation, but employers should note that in 2023, the Board issued decisions expanding the scope of protected concerted activity, reinforcing the importance of employees being aware of these rights.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required under NLRA Section 6(a) for all private sector employers engaged in interstate commerce affecting commerce. |
| Bar / Nightclub | Required | Required, as NLRA jurisdiction extends to establishments selling goods or services in interstate commerce. |
| Food Truck | Required | Required if the business meets the NLRA's jurisdictional thresholds, generally an annual gross volume of business over $500,000. |
| Coffee Shop / Café | Required | Required; these establishments are considered employers under the NLRA and must display the poster. |
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 any employees on payroll, including part-time, seasonal, or unionized staff.
COMMON MISTAKE: Selecting 'No' when you have employees, which incorrectly triggers ineligibility and violates the NLRA's mandatory posting requirements.
Type of Employer
selectSelect the category that best describes your business's coverage under the NLRA, such as 'Private Employer,' 'Union Employer,' 'Agricultural Employer,' or 'Railway/Airline Carrier.'
COMMON MISTAKE: Incorrectly selecting 'Agricultural Employer' for a standard restaurant, which is a common category mistake as most food service businesses are 'Private Employers.'
Poster Downloaded
booleanConfirm you have obtained the official NLRB poster (Form NLRB-1465) from the National Labor Relations Board website or a verified source.
COMMON MISTAKE: Selecting 'Yes' after downloading an outdated or non-official poster version, which does not fulfill the legal requirement.
Poster Format/Size
selectSelect the physical format you are using, such as '11x17 inches' or '8.5x14 inches,' which is the standard legal size required for clear visibility.
COMMON MISTAKE: Selecting a size smaller than 8.5x14 inches, which violates the NLRB's readability standards and can lead to a compliance citation.
Poster Language(s)
selectSelect the language version of the poster you will display; if 20% or more of your workforce is not proficient in English, you must also post in the other language(s).
COMMON MISTAKE: Only selecting 'English' when a significant portion of the workforce speaks another language, failing the 20% threshold requirement and risking non-compliance.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical location like a restaurant, office, or warehouse where employees report for work.
Specific Posting Locations
textList all specific, conspicuous places where the poster is physically posted, such as 'employee break room bulletin board,' 'time clock area,' or 'kitchen entrance.'
COMMON MISTAKE: Writing vague locations like 'at work' instead of specific, identifiable spots, which inspectors may deem insufficient for proper employee notice.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you employ any workers who do not report to a physical workplace, such as delivery drivers, remote admins, or off-site catering staff.
Electronic Distribution Method
textIf you have remote employees, describe how you provide the poster electronically, such as 'company intranet,' 'email attachment,' or 'dedicated HR portal.'
COMMON MISTAKE: Leaving this blank when 'remote_employees' is 'Yes,' creating an inconsistency that suggests non-compliance with electronic notice rules.
Poster Physically Posted
booleanConfirm the official NLRB poster is currently displayed in the required locations and is not obscured, damaged, or outdated.
COMMON MISTAKE: Selecting 'Yes' prematurely before the poster is actually posted and visible to all employees, which constitutes a false compliance attestation.
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. Displaying an Outdated Poster Version
Posting a poster from before the National Labor Relations Board's (NLRB) November 2023 update, which changed required contact information and formatting. This is the most common violation found during NLRB inspections. The consequence is an official compliance notice and a mandatory correction period, which delays your full compliance status by 1-2 weeks. Avoid it by downloading the current version directly from the NLRB website (Form NLRB-1465) and verifying the publication date.
2. Failing to Post in Conspicuous Places
Placing the poster only in a break room or manager's office, not where all employees—including those who don't use computers—can readily see it. The NLRB requires posting in all locations where employer notices are customarily posted. The consequence is a failure to provide proper notice, which can invalidate a defense in an unfair labor practice case. Avoid it by posting it alongside mandatory state posters (like wage and safety notices) in high-traffic areas like time-clock stations, main hallways, and common lunch areas.
3. Omitting Required Posting for Remote Workers
Not providing the poster to employees who work exclusively remotely. The NLRB has clarified that employers must furnish the notice to all employees, including remote workers. The consequence is a coverage gap that can lead to employee complaints and NLRB inquiries. Avoid it by posting the notice on a company intranet or internal website where remote employees regularly access work-related information, and sending a direct email with the poster PDF or a link to its location.
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 New Jersey
| City | Fee Range | Timeline |
|---|---|---|
| Jersey City | ||
| Newark | ||
| Paterson |
Timeline: The NLRB Poster is Required for Opening — Processing is Instantaneous
Download the Official Poster from the NLRB Website
Go to the National Labor Relations Board's (NLRB) official poster page (www.nlrb.gov/posters) and download the "Employee Rights Under the National Labor Relations Act" PDF file. You must use the most current version; the NLRB updates it periodically. No application or submission is required to obtain the poster—it is a free, publicly available download. The most common delay is downloading an outdated version or a version intended for federal contractors.
Print and Post the Poster in Your Workplace
Print the downloaded poster on standard letter-size paper (8.5" x 11"). You must post it in a conspicuous place where employees routinely gather, such as a break room, common bulletin board, or near time clocks. For Paterson businesses, posting is required on your opening day. Ensure the poster is not obscured and is legible. The #1 compliance failure is posting the poster in a manager's office or a rarely accessed area.
Maintain Compliance and Update as Required
Keep the poster displayed at all times. The NLRB may issue updated versions; you are responsible for replacing the old poster with the new one promptly. While there is no routine "review" by an authority, the NLRB or an employee can file a complaint if the poster is missing. Have a process to check the NLRB website annually for updates. No confirmation or issuance document is provided—your compliance is evidenced by the physical poster in your workplace.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in New Jersey.
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 RequirementsThis is a self-service requirement with no application or approval timeline. The official poster is available for immediate download or order from the National Labor Relations Board (NLRB) website. However, you must ensure it is posted before employees start work, which is a prerequisite for other local permits like the City Business License/Registration in Paterson.
There is $0 government filing fee for this federal requirement. The NLRB provides the official poster for free download or will mail a single copy at no charge. Not legal advice — verify poster requirements with the NLRB.
No, the poster itself is not transferable. The legal requirement is to post the notice at each physical workplace where employees work. If you move or open a new location, you must obtain and post a fresh notice there. This is similar to local display permits; you'd need a new Building Permit for construction at a new address, for example.
There is no formal renewal. You must display the current version of the poster at all times. The NLRB occasionally updates the notice; when a new version is issued, you must replace the old poster. Contact the NLRB to confirm you have the most recent version.
There is no routine government inspection specifically for this poster. However, NLRB agents may inspect the workplace during an investigation of an unfair labor practice charge to verify posting compliance. Failure to post can be used as evidence of anti-union animus and may extend the statute of limitations for employee claims. Per NLRB rules, the poster must be displayed in a conspicuous place.
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 New Jersey specifically, we have analyzed compliance dossiers for 3 cities (Jersey City, Newark, Paterson), 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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