Employee Rights Under the National Labor Relations Act Poster in Dallas, Texas (2026)
If you don’t display the official Employee Rights Under the National Labor Relations Act Poster, also known as the NLRA poster, you risk investigation and unfair labor practice charges from the National Labor Relations Board (NLRB), which enforces the law in Dallas. This federal notice must be posted for all employees to see. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees for the poster itself
- Varies processing time to obtain the poster
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
As an employer in Dallas, Texas, you are mandated by the National Labor Relations Act (NLRA) to display the official 'Employee Rights Under the National Labor Relations Act' poster (NLRA Poster). The authority to enforce this requirement rests solely with the federal National Labor Relations Board (NLRB), not any state or local Texas agency. This federal law (29 U.S.C. §§ 151–169) applies to most private-sector employers and requires this specific notice to be posted where employees can see it, informing them of their rights to organize, bargain collectively, and engage in other protected concerted activities. While Texas does not have an equivalent state-mandated poster for private employers on this specific topic, the federal poster supersedes and is required for compliance.
Failure to post the NLRA Poster can trigger significant consequences during an NLRB investigation, regardless of your location in Dallas. Penalties are not fines payable to a city or state, but they are potent remedies the NLRB can order against an employer found to have committed an unfair labor practice, which includes willfully refusing to post the required notice. These consequences include:
- Back pay and reinstatement orders: If the NLRB finds an employee was unlawfully disciplined or discharged, and the notice posting violation is considered part of a pattern, the employer may be ordered to reinstate the employee with full back pay and benefits.
- Cease-and-desist orders: The NLRB can issue a formal order requiring the employer to stop engaging in specific unlawful conduct.
- Mandatory notice posting: As a remedy, the employer will be ordered to post copies of the NLRB’s decision and a specific notice to employees, detailing the violation and the employees' rights, often for 60 consecutive days. This public posting can impact employee relations and morale.
- Litigation and defense costs: Defending against an NLRB charge is time-consuming and expensive, even if you ultimately prevail. Non-posting can be cited as evidence of an anti-union animus.
Legal code: National Labor Relations Act (NLRA)
Recent update: The NLRB has not issued an updated version of the poster itself since its last revision, but employers should monitor the NLRB's official website for any announcements, as the agency periodically re-evaluates enforcement priorities and notice content.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required under the NLRA if affecting interstate commerce, which applies to virtually all food service businesses that purchase or sell goods across state lines, even indirectly. |
| Bar / Nightclub | Required | Required under the NLRA as establishments with employees are generally covered unless they fall under the specific small-business exemption for non-retail operations with minimal revenue. |
| Food Truck | Required | Required under the NLRA if annual gross volume of business meets or exceeds $500,000, a threshold most food trucks operating in Dallas exceed. |
| Coffee Shop / Café | Required | Required under the NLRA as retail establishments with a gross annual volume of business of $500,000 or more, which includes most standalone coffee shops. |
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 who are not supervisors, managers, or independent contractors, as the NLRB requires the poster be displayed for covered employees.
COMMON MISTAKE: Selecting 'No' when you have hourly or non-supervisory staff, which is a common misinterpretation of NLRA coverage that can lead to non-compliance.
Type of Employer
selectSelect the category that best describes your business (e.g., private sector employer, federal contractor, agricultural employer) as NLRB coverage and specific poster requirements can vary.
COMMON MISTAKE: Incorrectly classifying as 'Exempt' (e.g., public sector, railroad/airline) when the business is actually a covered private employer, leading to failure to post.
Poster Downloaded
booleanConfirm you have downloaded the official 'Employee Rights Under the National Labor Relations Act' poster (Form NLRB-1464) from the NLRB website.
COMMON MISTAKE: Downloading an outdated poster or one from a non-official source, which may not contain the required legal text and formatting.
Poster Format/Size
selectSelect the physical size of the poster you will display (typically 11x17 inches) as required by NLRB regulations for legibility.
COMMON MISTAKE: Selecting a smaller size like 8.5x11, which does not meet the NLRB's standard for minimum poster dimensions and text size.
Poster Language(s)
selectSelect all languages in which you have downloaded and will post the notice, if a significant portion of your workforce is not proficient in English.
COMMON MISTAKE: Failing to select additional required languages when a portion of the workforce primarily speaks Spanish or another language, which violates NLRB posting rules.
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.
COMMON MISTAKE: Selecting 'No' when you have a brick-and-mortar location, incorrectly assuming this only applies to corporate offices.
Specific Posting Locations
textList all physical locations where the poster is displayed (e.g., 'break room bulletin board', 'near time clock', 'employee entrance'), as required to be in a conspicuous place.
COMMON MISTAKE: Vague entries like 'in the back' or failing to list all relevant locations, which does not demonstrate specific compliance with the 'conspicuous place' requirement.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you employ any individuals who regularly work from a location other than your primary physical workplace.
COMMON MISTAKE: Selecting 'No' when you have delivery drivers, caterers, or off-site staff, which triggers additional electronic posting requirements.
Electronic Distribution Method
textIf you have remote employees, describe how you distributed the poster electronically (e.g., 'company intranet', 'HR portal', 'email attachment to all staff').
COMMON MISTAKE: Leaving blank when remote employees exist, or providing an insufficient method like a one-time email that is not a regular site of personnel notices.
Poster Physically Posted
booleanConfirm the official NLRB poster is currently displayed in all required physical locations where employees can readily see it.
COMMON MISTAKE: Selecting 'Yes' prematurely before the poster is actually hung, or if it's placed in a manager's office or other non-accessible area.
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
Failing to use the most current version of the poster issued by the National Labor Relations Board (NLRB). The NLRB updates the poster to reflect new rules or contact information. Using an old version can lead to an unfair labor practice charge if investigated, as it fails to inform employees of their current rights. Always download the latest 'Employee Rights Under the NLRA' poster directly from the NLRB.gov website before posting.
2. Posting in an Inaccessible or Non-Conspicuous Location
Placing the poster where employees are unlikely to see it, such as a locked office, a cluttered bulletin board, or a remote break room. The NLRB requires the poster be displayed in a 'conspicuous place' where employees engage in employer-related activities. In Dallas, common inadequate locations include stockrooms or employee-only areas not frequented by all staff. Post it alongside other mandatory federal and Texas labor law posters (like the Texas Minimum Wage poster) in the main break room or near time clocks.
3. Forgetting to Post for Remote or Teleworking Employees
Only displaying the physical poster at the primary worksite and not providing the notice to employees who work remotely or telecommute. Under NLRB rules, you must ensure all employees covered by the Act can access the information. For a Dallas restaurant with off-site delivery drivers or administrative staff, this creates a compliance gap. The NLRB provides an electronic posting rule: you can satisfy this requirement by posting the notice on an internal or external website that is regularly used by employees to access personnel rules or company 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 Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: 1-2 Days
Download or Order the Correct Poster
Obtain the official 'Employee Rights under the National Labor Relations Act' poster (Form NLRB-14790) from the National Labor Relations Board (NLRB). This is a federal form, not a Texas or Dallas-specific one. You can download and print a copy in English and Spanish directly from the NLRB's website or order a single copy by mail for free. The most common mistake is printing an outdated version; ensure you have the version dated from August 2021 or later. You can order by phone by calling the NLRB's main number.
Post in a Conspicuous Location
Once you have the poster, display it in a prominent location where employees routinely gather for work-related information, such as a break room, near time clocks, or on a bulletin board. Federal law (29 CFR § 104.1) requires it to be posted "in conspicuous places" to ensure all employees can readily see it. The poster must be at least 11" x 17". Failure to display it prominently is the top cause for being cited during an unrelated NLRB investigation.
Verify Federal Exemptions Do Not Apply
Confirm your business is covered by the NLRA. Most private-sector employers are covered, but there are specific exclusions. If your Dallas business falls under one of the following categories, you may not be required to post: federal, state, and local governments; agricultural laborers; domestic workers; individuals employed by a parent or spouse; and independent contractors. If you are uncertain, review the NLRB's coverage guide or consult with an HR professional or attorney.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Texas.
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 RequirementsProcessing times vary by method and jurisdiction. Obtaining the poster itself from the National Labor Relations Board (NLRB) is immediate if downloaded online. However, posting is just one step; your timeline is driven by your overall business setup. Completing other requirements, like your local City Business License/Registration or state filings, often takes longer and dictates your opening schedule. Contact the NLRB or your state labor department for specific regional guidance.
There is no government filing fee for the federal poster itself. The NLRB provides the official "Employee Rights Under the NLRA" poster for free download and printing. Your only costs are for printing materials or potential professional printing services. Not legal advice — verify with the National Labor Relations Board.
Yes. The posting requirement is tied to your status as an employer covered by the Act, not a specific permit number or physical certificate. When you move to a new location, you must display the poster in the new workplace's common area, just as you did at the old one. No transfer paperwork or fee is required with the NLRB, but ensure you've addressed location-specific permits like a new Certificate of Occupancy.
You do not renew the poster itself. The requirement is continuous. You must ensure the official poster is displayed at all times in a conspicuous place where employees can see it. The only action needed is to replace the poster if it becomes defaced, outdated, or if the NLRB issues a revised version. Check the NLRB website periodically for poster updates, as they can occur without specific renewal notices.
An NLRB agent or, more commonly during a related complaint investigation, will visit your workplace to verify the poster is displayed. They will check that it's the current version, posted in a common area (like a break room or near time clocks), and in a language employees can understand. Failure to post can be used as evidence of unlawful intent in unfair labor practice cases, potentially extending the statute of limitations for employee claims. This inspection is separate from local building or health inspections.
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 Texas specifically, we have analyzed compliance dossiers for 3 cities (Dallas, Houston, San Antonio), 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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