Employee Rights Under the National Labor Relations Act Poster in Salem, Oregon (2026)
Failure to post the official notice of Employee Rights Under the National Labor Relations Act (NLRA) in your Salem restaurant can expose you to unfair labor practice charges, regardless of whether your staff is unionized. This federal mandate, enforced by the National Labor Relations Board (NLRB), requires the displayed poster—also called the NLRA Section 7 rights notice. The posting itself is a 13-field administrative step with $0–$0 in government filing fees and a Varies processing timeline, as it requires immediate action upon receipt. Most applicants complete this in under 15 minutes with ApronPrep, which auto-fills 11 of 13 fields.
Analyzed from Employee Rights Under the National Labor Relations Act Poster
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Why You Need a Employee Rights Under the National Labor Relations Act Poster
You need the Employee Rights Under the National Labor Relations Act (NLRA) Poster in Salem because it is a mandatory federal requirement enforced by the National Labor Relations Board (NLRB). The requirement is based on the National Labor Relations Act (NLRA), specifically Section 8(a)(1) which prohibits employers from interfering with employees' rights to organize. The NLRB's final rule, effective April 30, 2024, mandates that virtually all private-sector employers, including restaurants, post this notice. This is not a local Salem ordinance, but a federal rule that applies uniformly; failure to comply is an unfair labor practice under the NLRA, regardless of state or city location.
Not displaying this poster opens your Salem business to significant risk. The NLRB does not impose traditional daily fines, but the remedies and operational disruptions can be more severe. The consequences of non-compliance, as outlined in the NLRA and enforced through NLRB proceedings, can include:
- Reinstatement with back pay for employees if an unfair labor practice charge is filed and sustained, potentially costing tens of thousands of dollars.
- Cease and desist orders from the NLRB, which are legally binding and can dictate specific changes to your workplace policies and conduct.
- Mandatory notice posting requirements if found in violation, often requiring you to physically post a detailed NLRB notice admitting to the violation for 60 days, which can damage employee relations.
- Extended NLRB investigations can delay business operations, and a history of violations may impact future union organizing drives or complicate lease negotiations if landlords require proof of labor compliance.
Legal code: National Labor Relations Act (NLRA)
Recent update: The NLRB's final rule mandating the poster took effect on April 30, 2024, removing any prior ambiguity about the requirement for most private employers.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required if you employ at least two non-supervisory employees, as you are engaged in interstate commerce under the National Labor Relations Act (NLRA). |
| Bar / Nightclub | Required | Required if you have two or more employees, as your operation's purchase of goods across state lines (liquor, food, supplies) meets the NLRA's jurisdictional threshold. |
| Food Truck | Required | Required with at least two employees, as your business's revenue or the purchase of supplies (fuel, ingredients) from out-of-state vendors establishes NLRA jurisdiction. |
| Coffee Shop / Café | Required | Required for operations with two or more employees, given that the purchase of coffee beans, equipment, or other supplies from interstate suppliers triggers NLRA coverage. |
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 employs any workers, or 'No' if you have no employees; this determines your coverage under the NLRA.
COMMON MISTAKE: Selecting 'No' when you have employees, which incorrectly assumes the law does not apply and can lead to non-compliance.
Type of Employer
selectSelect the classification that best matches your business, such as 'Agricultural', 'Railway', 'Airline', 'Retail', 'Manufacturing', or 'Other Private Sector'.
COMMON MISTAKE: Misclassifying as 'Agricultural' when your business is not primarily farming, as some sectors have specific NLRA exclusions.
Poster Downloaded
booleanConfirm you have obtained the official poster from the NLRB website (nlrb.gov) or an authorized provider.
COMMON MISTAKE: Stating 'Yes' after downloading an outdated or unofficial poster, which does not meet the legal requirement.
Poster Format/Size
selectSelect the physical dimensions of the poster you downloaded (e.g., '11x17 inches') or 'Digital' if using an electronic version.
COMMON MISTAKE: Selecting an incorrect size that does not meet the NLRB's recommended 11x17 inch minimum for readability.
Poster Language(s)
selectSelect the language version(s) you downloaded (e.g., 'English', 'Spanish', 'Both') if a significant portion of your workforce speaks a language other than English.
COMMON MISTAKE: Failing to provide a bilingual poster when a large segment of employees are not proficient in English, as required by NLRB guidance.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates a physical office, store, or facility where employees report for work.
Specific Posting Locations
textList all physical areas where the poster is displayed, such as 'break room bulletin board', 'time clock area', or 'main entrance'.
COMMON MISTAKE: Listing a location not frequented by employees (e.g., a locked manager's office), which fails the 'conspicuous place' requirement under NLRA Section 8(a)(1).
Has Remote/Off-site Employees
booleanSelect 'Yes' if you employ any workers who do not regularly report to a physical company location.
Electronic Distribution Method
textDescribe how the poster is provided to remote employees, such as 'email attachment', 'company intranet page', or 'HR portal'.
COMMON MISTAKE: Stating 'company website' without ensuring all remote employees have regular, easy access to that site, as required by NLRB rulings.
Poster Physically Posted
booleanConfirm the physical poster is currently displayed in the listed locations and is not damaged, obscured, or out-of-date.
COMMON MISTAKE: Selecting 'Yes' prematurely before the poster is actually mounted, which constitutes a false attestation of compliance.
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 or Unofficial Version of the Poster
Posting the wrong version of the NLRB notice (e.g., a version from before 2010) is a common violation. The National Labor Relations Board periodically updates the poster with revised text, and displaying an obsolete version can be treated as a failure to post, exposing you to unfair labor practice complaints. To avoid this, always download the latest "Employee Rights under the NLRA" poster directly from the official NLRB.gov website.
2. Posting in an Inaccessible or Non-Conspicuous Location
Placing the poster in a back office, break room, or other area where employees do not regularly gather renders it ineffective. Federal regulations (29 CFR § 104.4) require it to be posted where it is "customarily placed for notices to employees concerning their employment," such as next to time clocks, on a main employee bulletin board, or in a common hallway. Failure to post conspicuously can lead to NLRB enforcement actions, including mandatory remedial posting orders and potential delays in union election proceedings.
3. Failing to Post Notices in All Required Languages
If a significant portion of your workforce (generally 20% or more) is not proficient in English, you must also display the poster in the language(s) they speak. In Salem, this may include Spanish. The NLRB provides official translated versions. Posting only in English when a multilingual workforce is present can be grounds for an unfair labor practice charge, as it denies those employees access to their rights information.
Skip the Paperwork on Your Employee Rights Under the National Labor Relations Act Poster
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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 (poster procurement and posting)
Download or Order the Official Poster
Access the free, required "Employee Rights under the National Labor Relations Act" (NLRB Form 14725A) from the National Labor Relations Board (NLRB). You can download a printable PDF immediately from NLRB.gov or order a free physical copy by mail from the NLRB’s regional office. While downloadable posters are free, ensure your printer can produce a legible 11"x17" color copy; smudged or small-format prints are a common posting violation.
Display the Poster Prominently
Post the 11"x17" notice in a conspicuous place where employees regularly gather, such as a break room, near time clocks, or on a main bulletin board. For a workforce where 20% or more primarily speak a language other than English (like Spanish in Salem), you must also post the corresponding translated version alongside it. Remote or hybrid employees require digital posting via company intranet, email, or other electronic means they customarily use to receive work information.
Maintain Posting Compliance During Inspections or Organizing
The poster must remain posted at all times. The NLRB or union representatives may inspect your premises. If a union files a petition for an election (RC petition) or an unfair labor practice charge is filed, the NLRB may require you to post a specific remedial notice. Keep a record (e.g., a dated photo) of your initial posting to prove compliance if challenged. Failure to post can delay or complicate NLRB proceedings.
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 varies. The poster is an informational document, not a permit you apply for and receive. You must obtain the official poster from the National Labor Relations Board (NLRB) and display it. According to the NLRB, most employers can download or order a copy and have it posted within a few business days. Contact the NLRB to confirm the latest distribution methods.
There is no government filing fee for the poster itself, as the NLRB provides it at no cost. However, failing to post it can result in significant penalties and legal costs if an unfair labor practice charge is filed. Ensure compliance with this federal posting requirement, which is separate from local business filings like a City Business License/Registration. Not legal advice — verify with the NLRB.
Yes, the poster itself can be moved. This federal notice is required at each of your business premises where employees work. If you open a new location, you must post the notice there. This is a distinct requirement from other location-specific permits in Salem, such as a Certificate of Occupancy. The same official poster is valid at all locations, but you must ensure it's displayed prominently at each worksite.
You do not renew the poster in a traditional sense. You are required to display the most current version. If the NLRB updates the official poster's language or design, you must replace your old notice with the new one. There is no set renewal schedule, but you should check the NLRB website periodically for updates or subscribe to their notifications to stay compliant.
There is no routine government inspection specifically for this poster. However, an NLRB agent may check for its display while investigating an unfair labor practice charge filed by an employee or union. The agent will verify the official poster is displayed conspicuously where employees can easily see it. Failure to display it can be used as evidence of an unfair labor practice and may extend the scope of an investigation into other workplace practices.
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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