Employee Rights Under the National Labor Relations Act Poster in Portland, Oregon (2026)
Operating without posting the federally required Employee Rights Under the National Labor Relations Act Poster leaves your Portland restaurant open to investigation by the National Labor Relations Board (NLRB), which can levy uncapped back-pay awards and costly remedial actions. This mandatory notice, also called the NLRB poster, is enforced by the Board's regional offices and must be displayed in a conspicuous area where all employees can see it. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees (the poster is free to download from the NLRB)
- Timeline varies — you must post immediately upon hire of your first employee
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 stems directly from federal law, specifically the National Labor Relations Act (NLRA), as enforced by the National Labor Relations Board (NLRB). This federal mandate applies uniformly across all states, including Oregon and its cities like Portland, superseding any local ordinances. The poster, officially titled "Employee Rights under the National Labor Relations Act," must be displayed to inform employees of their rights to organize, bargain collectively, and engage in other protected concerted activities. While there is no specific "Portland" version, all covered employers in the city must comply with this nationwide NLRB rule.
Failure to post this required notice can trigger significant penalties and operational disruptions following an NLRB investigation. The consequences are not monetary fines but enforceable legal orders that directly impact your business:
- Cease and Desist Orders: The NLRB can issue orders compelling you to stop unlawful practices and to post the required notice.
- Reinstatement with Back Pay: If a failure to post is linked to an unfair labor practice (e.g., discouraging union activity), the Board can order you to reinstate affected employees and pay them for all lost wages.
- Mandatory Notice Posting: As a remedial order, the NLRB can require you to post a specific notice to employees admitting the violation, which can damage employer-employee relations.
- Litigation Costs & Delays: Defending against an NLRB charge involves legal expenses and can consume management time for months or years.
Legal code: National Labor Relations Act (NLRA)
Recent update: The NLRB updated the official poster content in 2023 to clarify examples of protected concerted activity; employers must display the current version.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required under NLRA §8(a)(1) and §8(c) for any business affecting interstate commerce with gross revenue over $50,000. |
| Bar / Nightclub | Required | Required under NLRA §8(a)(1) as most establishments exceed the NLRB's jurisdictional threshold for non-retail businesses. |
| Food Truck | Required | Required if the business purchases or sells goods across state lines, which applies to virtually all food suppliers and many customers. |
| Coffee Shop / Café | Required | Required under NLRA §8(a)(1) as coffee, equipment, and supplies typically move in interstate commerce, meeting NLRB jurisdiction. |
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, temporary, or seasonal) or 'No' if you have no employees; sole proprietors with no employees must select 'No'.
COMMON MISTAKE: Selecting 'Yes' when you have no employees, which incorrectly implies the requirement applies, or 'No' when you have employees, which is a direct violation of the posting requirement.
Type of Employer
selectSelect your business classification (e.g., retail, restaurant, manufacturer, non-profit) from the provided list, as coverage and specific rules can vary by industry under the NLRA.
COMMON MISTAKE: Selecting an incorrect or overly broad category (like 'General Business') instead of the most specific applicable type, which can lead to incorrect guidance on coverage.
Poster Downloaded
booleanConfirm you have obtained the official 'Employee Rights Under the National Labor Relations Act' poster (Form NLRB-1465) from the NLRB website or an authorized source.
COMMON MISTAKE: Using an outdated poster, a poster from a non-official source, or confirming download without actually having the correct version, which is not compliant.
Poster Format/Size
selectSelect the poster size you are using (typically 11x17 inches is standard) to ensure it meets the NLRB's requirement for being 'conspicuous' and easily readable.
COMMON MISTAKE: Selecting an incorrect size (like 8.5x11) or using a digitally shrunk version, which may not meet the 'conspicuous' posting standard and can trigger a violation.
Poster Language(s)
selectSelect all languages in which you have downloaded or will post the notice, as required if a significant portion of your workforce is not proficient in English.
COMMON MISTAKE: Failing to select additional required languages when a substantial part of the workforce speaks another language, which is a common compliance failure.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical location (store, office, kitchen) where employees report to work, or 'No' if entirely remote/virtual.
COMMON MISTAKE: Selecting 'No' when a physical location exists, which would incorrectly suggest no physical posting is required, leading to a violation.
Specific Posting Locations
textList all physical locations where the poster is or will be posted (e.g., 'employee break room,' 'time clock area,' 'main hallway near schedules'), as required to be in a conspicuous place.
COMMON MISTAKE: Listing vague or insufficient locations (like 'office') instead of specific, employee-accessible areas, which does not demonstrate proper conspicuous posting.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you have any employees who work remotely or primarily off-site, which triggers the requirement for electronic distribution of the poster.
COMMON MISTAKE: Selecting 'No' when remote workers exist, failing to establish the electronic posting requirement and creating a compliance gap.
Electronic Distribution Method
textDescribe how the poster is distributed electronically (e.g., 'company intranet,' 'HR portal,' 'email to all staff,' 'shared drive') for remote employees, as required by NLRB rules.
COMMON MISTAKE: Leaving blank or providing an insufficient method (like 'email sometimes') when remote employees exist, which is a direct violation of the electronic notice rule.
Poster Physically Posted
booleanConfirm the poster is currently displayed in all required physical locations; if not yet posted, select 'No' and note it must be posted immediately to avoid penalties.
COMMON MISTAKE: Selecting 'Yes' prematurely before the poster is actually displayed, creating a false record that offers no protection during an inspection or complaint.
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 Outdated Poster Version
Using a poster with obsolete contact information for the National Labor Relations Board (NLRB) Region 19 office. The NLRB updates the official poster periodically, and displaying an old version violates the posting requirement. Consequences include an unfair labor practice charge if a complaint is filed, which can lead to investigations and mandatory corrective action. To avoid this, download the current 'Employee Rights Under the NLRA' poster directly from the NLRB.gov website and check the publication date.
2. Failing to Post in All Required Languages
Posting only the English version in a workplace where a significant portion of the workforce is not proficient in English. The NLRB requires the poster be posted in the language(s) employees speak. In Portland, workplaces with Spanish, Vietnamese, Chinese, or Russian-speaking staff commonly miss this. The consequence is that employees may not be informed of their rights, and the employer fails the compliance check. To avoid, assess your workforce's primary languages and download the corresponding translated versions from the NLRB's official poster page.
3. Posting in an Inaccessible Location
Placing the poster in a break room, manager's office, or a locked bulletin board where employees do not customarily gather. The NLRB requires the poster be posted in a conspicuous place where it can be readily seen by employees. A hidden location fails the requirement and can be cited during a union organizing drive or investigation. To avoid, post it in a high-traffic area like near time clocks, main entrances, or common bulletin boards where other legally-required postings are displayed.
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 Oregon
| City | Fee Range | Timeline |
|---|---|---|
| Eugene | ||
| Portland | ||
| Salem |
Timeline: 1–2 Days (for Poster Acquisition & Posting)
Determine Your Obligation and Download the Poster
Confirm you are covered by the National Labor Relations Act (NLRA), which includes most private-sector employers. Download the official 'Employee Rights Under the National Labor Relations Act' poster (NLRB Form 1) for free from the NLRB.gov website or use the ApronPrep dashboard. Ensure you download the most current version—the NLRB updated the poster in 2023. This is a mandatory posting, not an application you submit for approval.
Print and Prepare the Poster for Display
Print the downloaded poster on standard letter-size (8.5” x 11”) paper or larger. The NLRB requires it to be posted conspicuously where employees can readily see it. You'll need access to a printer and a posting location like a break room or employee bulletin board. Failing to post it in a conspicuous location is the most common compliance mistake.
Post the Notice in Required Locations
Physically post the notice in your workplace. For employers with a significant portion of the workforce that speaks a language other than English, you must also post the notice in that language—the NLRB provides over 25 translated versions. In Portland, ensure it's posted alongside other required Oregon and federal labor law posters. Keep a record (like a dated photo) of the posting for your files.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Oregon.
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 timeline is 'Varies' as this is a federal requirement, not a local permit. You can download and print the poster immediately from the National Labor Relations Board (NLRB) website. However, you should account for the time to physically post it before any employees report for work, as required by law.
There are $0–$0 in government filing fees for this poster. The official poster is available at no cost from the NLRB. However, restaurants often incur other required local fees, such as for a City Business License/Registration. Not legal advice — verify with the NLRB.
No, this is not a transferable permit. The poster is a federal informational notice. You simply need to ensure the correct poster is displayed at your new business location. A new location will likely require its own Certificate of Occupancy and other local permits.
You do not 'renew' the poster. You must display it as long as you have employees. You should check the NLRB website periodically for updated versions of the poster, as the content can be revised to reflect changes in federal labor law.
There is no scheduled physical 'inspection' for this poster. However, NLRB agents may visit your establishment in response to an employee complaint. They will check that the poster is prominently displayed where employees can readily see it, typically in a common area like a break room. Failure to post can be used against you in an unfair labor practice case.
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 Oregon specifically, we have analyzed compliance dossiers for 3 cities (Eugene, Portland, Salem), 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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