Employee Rights Under the National Labor Relations Act Poster in Tulsa, Oklahoma (2026)
Federal investigators can cite and fine your restaurant for failing to display the mandatory Employee Rights Under the National Labor Relations Act Poster. This federal requirement, managed by the National Labor Relations Board (NLRB) and enforced in Tulsa, Oklahoma, is also called the NLRA notice or employee rights poster. You must post it in a conspicuous workplace location immediately upon hiring employees.
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees — the NLRB provides the poster at no cost
- Varies — posting is required immediately; enforcement timelines depend on the investigation schedule
Analyzed from Employee Rights Under the National Labor Relations Act Poster
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Manual entry or document upload required
Why You Need a Employee Rights Under the National Labor Relations Act Poster
All employers covered by the National Labor Relations Act (NLRA) are required by federal law to post the official Employee Rights Under the National Labor Relations Act poster. This mandate is issued by the National Labor Relations Board (NLRB), the independent federal agency enforcing the NLRA. The requirement is based on the Board's rulemaking authority, specifically outlined in 29 CFR § 104.203. In Tulsa, Oklahoma, this is a federal requirement that applies regardless of additional state-level labor posting laws. The rule exists to ensure employees are informed of their rights to organize, bargain collectively, and engage in other protected concerted activities. The poster must be displayed where all employees, including remote workers, can readily see it.
Failure to post this notice can trigger investigations and significant legal consequences if an unfair labor practice charge is filed. The National Labor Relations Board does not impose specific monetary fines for simply failing to post, but non-compliance is used as evidence of unlawful motive in other cases and can extend the statute of limitations for employee charges. The primary consequences are:
- Reinstatement with back pay: If the Board finds an employee was unlawfully discharged and the employer's failure to post the notice demonstrates anti-union animus, the remedy can include reinstating the employee and awarding back pay for the entire period of unemployment.
- Cease and desist orders: The NLRB can issue broad orders requiring the employer to stop unfair labor practices and to take affirmative steps, like posting a Board-issued notice to employees for 60 days.
- Extended liability timeline: Normally, an unfair labor practice charge must be filed within six months. An employer's failure to post the required notice can toll this statute of limitations, meaning employees can file charges for actions that occurred more than six months prior.
Legal code: National Labor Relations Act (NLRA)
Recent update: The most recent official version of the NLRB poster was issued in 2023, which clarified that the rights apply to both union and non-union workplaces.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Covered by the NLRA as an employer affecting interstate commerce, regardless of union presence. |
| Bar / Nightclub | Required | Covered by the NLRA, unless gross annual volume of business falls under specific NLRB jurisdictional standards. |
| Food Truck | Required | Covered by the NLRA, as mobile food businesses are employers affecting interstate commerce. |
| Coffee Shop / Café | Required | Covered by the NLRA, with no exemption for small retail food establishments. |
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
booleanIndicate 'Yes' if you currently have employees (full-time, part-time, seasonal, or paid interns) who are covered by the NLRA; this is the primary threshold for determining if this requirement applies to your business.
COMMON MISTAKE: Business owners incorrectly selecting 'No' based on employee count or misclassifying workers as independent contractors, which triggers a coverage assessment and potential liability for non-compliance.
Type of Employer
selectSelect the classification that best describes your organization (e.g., Private Employer, Non-profit, Union, Public Employer exempt from NLRA, Agricultural Employer) from the dropdown, as this dictates coverage and specific poster requirements.
COMMON MISTAKE: Selecting an incorrect or overly broad classification that does not match the business's actual structure and revenue, leading to the wrong poster version being downloaded.
Poster Downloaded
booleanConfirm 'Yes' once you have successfully downloaded the official 'Employee Rights under the National Labor Relations Act' poster (Form NLRB-1365) from the NLRB website or another authorized source.
COMMON MISTAKE: Selecting 'Yes' after printing an outdated, unofficial, or state-specific poster which fails to meet the exact federal content and format requirements.
Poster Format/Size
selectSelect the correct physical print size (typically 11x17 inches or A3 size) from the provided options to ensure the poster text is legible, as required by NLRB regulations.
COMMON MISTAKE: Printing the poster on standard 8.5x11 letter paper, which renders the text too small to be easily read and is a common cause of non-compliance citations.
Poster Language(s)
selectSelect the language(s) of the poster(s) you downloaded and will post; if a significant portion of your workforce is not proficient in English, you must also post it in their language(s).
COMMON MISTAKE: Failing to acquire and post Spanish or other language versions when a substantial number of employees primarily speak that language, leaving the business vulnerable to complaints.
Has Physical Workplace Location
booleanIndicate 'Yes' if your business operates a facility, office, warehouse, or other physical location where employees report for work.
COMMON MISTAKE: Selecting 'No' because employees are hybrid or remote, but the business still maintains a central office where some personnel work; this triggers an incorrect follow-up path.
Specific Posting Locations
textList all physical areas where the poster must be displayed, such as 'employee break room bulletin board', 'time clock area', 'main entrance hallway', and 'HR office'.
COMMON MISTAKE: Vaguely listing 'break room' instead of the specific, conspicuous location where notices to employees are customarily posted, or omitting secondary locations where employees congregate.
Has Remote/Off-site Employees
booleanIndicate 'Yes' if any employees work from home or a location other than your primary physical workplace, as this triggers the requirement for electronic distribution of the poster.
COMMON MISTAKE: Incorrectly answering 'No' because you have hybrid workers who split time between home and office, missing the electronic posting obligation for those off-site days.
Electronic Distribution Method
textDescribe how you will distribute the poster to remote employees, such as 'via company intranet', 'included in onboarding email', or 'posted on shared Google Drive'.
COMMON MISTAKE: Stating 'email' without specifying how access will be maintained or failing to document a method that ensures the poster is as conspicuous as a physical posting.
Poster Physically Posted
booleanConfirm 'Yes' only after the official NLRB poster has been printed to the correct size and physically posted in all conspicuous locations listed, and electronically distributed if required.
COMMON MISTAKE: Selecting 'Yes' prematurely before all posting locations are confirmed, or confirming electronic distribution before the file has been uploaded and announced to 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. Failing to Post All Required Languages
The NLRB requires the poster to be posted in English and any other language if at least 20% of your employees are not proficient in English. In Tulsa, this often includes Spanish. Posting only the English version is a common citation. To avoid this, assess your workforce's primary languages using I-9 forms or direct inquiry and order the corresponding translated posters directly from the NLRB website.
2. Posting in an Inaccessible or Non-Conspicuous Location
Placing the poster in a back office, break room cabinet, or an area not frequented by all employees (like a manager's office) violates the requirement for a 'conspicuous place.' The poster must be where employees gather, such as near time clocks, main break room bulletin boards, or alongside other mandatory labor law postings. An improper location can lead to an unfair labor practice charge, even if the poster is physically on site.
3. Using an Outdated Poster Version
The NLRB updates the official poster text. Using an old version downloaded years ago or sourced from a third-party vendor that hasn't updated its template is invalid. The current version includes specific rights regarding the use of electronic communications. Always download the latest PDF directly from the NLRB.gov 'Posters' section. The poster file should include a publication date; verify it's the most recent.
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 Oklahoma
| City | Fee Range | Timeline |
|---|---|---|
| Norman | ||
| Oklahoma City | ||
| Tulsa |
Timeline: Typically 1-2 Business Days
Identify Your Obligation
Determine if your business is subject to the NLRA by reviewing the National Labor Relations Board's jurisdictional standards. The NLRA generally covers most private-sector employers whose business affects interstate commerce, with specific monetary thresholds. This is not an application but a legal determination. Use the NLRB's website or consult the Board's case law for guidance; many small local businesses may be exempt.
Download or Order the Official Poster
Obtain the mandatory 'Employee Rights Under the National Labor Relations Act' poster (NLRB Form 1471). It is available as a free PDF download from the National Labor Relations Board (NLRB) website. You can also order a single printed copy by mail at no cost from the NLRB, but shipping adds time. Ensure you have the current version—the required poster was last updated in June 2021.
Prepare and Post in the Workplace
Print the downloaded PDF on 11x17-inch paper or ensure the mailed copy is intact. You must post it in a conspicuous place where other employment notices are customarily posted, visible to all employees including those without regular computer access. For remote workers, you must distribute it electronically via email, intranet, or other systems. There is no fee or approval needed for this step.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Oklahoma.
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 RequirementsThe poster itself has no processing timeline as it is a mandatory notice you must display. The National Labor Relations Board (NLRB) provides the official poster for immediate download or mail order. According to the NLRB, compliance is required from the day you hire your first employee, so you should post it immediately. If obtaining it by mail, the NLRB estimates delivery within 5-10 business days.
Government filing fees for the official poster are $0–$0. The NLRB provides the PDF free for download and printing on its website, and will send a single copy by mail at no charge. You incur costs only if you choose to purchase a commercially printed version or need multiple copies, a common step taken alongside obtaining your official Application for Employer Identification Number. Not legal advice — verify with the National Labor Relations Board.
No, the poster is not a permit you transfer. It is a mandatory notice that must be physically posted at each of your business locations where employees work. If you open a new restaurant location in Tulsa, you must obtain and display a new poster for that specific workplace. This requirement is separate from other location-specific permits, like a City Business License/Registration, which also cannot be transferred.
You do not renew the poster on a set schedule. The obligation is continuous from your first hire. You must check the NLRB website periodically, as the poster must be updated whenever the agency revises its official version. If your existing poster is damaged, defaced, or outdated, you are required to replace it immediately to maintain compliance.
There is no scheduled government inspection specifically for this poster. Compliance is typically verified during other labor-related investigations, such as those prompted by employee complaints to the NLRB. An investigator will check if the poster is prominently displayed where all employees can readily see it. Failure to post it can be used as evidence of an unfair labor practice and may extend the statute of limitations for employee claims from six months to one year.
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 Oklahoma specifically, we have analyzed compliance dossiers for 3 cities (Norman, Oklahoma City, Tulsa), 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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