Employee Rights Under the National Labor Relations Act Poster in Spokane, Washington (2026)
Opening without this mandatory workplace poster can trigger an unfair labor practice investigation by the National Labor Relations Board (NLRB), leading to fines and legal exposure. The Employee Rights Under the National Labor Relations Act Poster (also called the NLRB Notice) is a federal requirement enforced in Spokane by the NLRB's Regional Office. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees (the poster is free from the NLRB)
- Varies processing time for obtaining the physical or digital 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
The Employee Rights Under the National Labor Relations Act Poster is federally mandated by the National Labor Relations Board (NLRB) under the authority of the National Labor Relations Act. The requirement is codified in the NLRA and its implementing regulations, specifically outlined in NLRB rules for all employers subject to the Act. The NLRB's jurisdiction covers most private-sector employers in Spokane and across Washington, including restaurants, retail stores, and other businesses engaged in interstate commerce. You are required to display this notice where employees can readily see it, such as on a common bulletin board, alongside other required workplace postings.
Failure to post the required NLRB notice is considered an unfair labor practice. The NLRB does not impose daily monetary fines for a simple posting violation. However, the practical and legal consequences for non-compliance can be severe and costly for your business. Based on analysis of NLRB case outcomes, typical remedies and penalties include:
- Reinstatement with Back Pay: If an employee is unlawfully terminated and the NLRB finds the violation was exacerbated by the lack of the required notice, the Board can order you to reinstate the employee and pay all lost wages and benefits, which can amount to tens of thousands of dollars.
- Cease and Desist Orders: The NLRB can issue a formal order requiring you to stop the unlawful conduct and post a remedial notice for 60 days, admitting to the violations.
- Extended Statute of Limitations: Normally, an employee must file an unfair labor practice charge within six months. If you fail to post the notice, this filing deadline can be extended, leaving you exposed to claims for a longer period.
- Adverse Factors in Proceedings: The NLRB may use your failure to post the notice as evidence of anti-union animus in other cases, strengthening claims against you and leading to more severe penalties.
Legal code: National Labor Relations Act (NLRA)
Recent update: The NLRB updated the official poster in August 2023 to reflect recent Board decisions; employers must display the current version to be in compliance.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required. The National Labor Relations Act (NLRA) covers virtually all private-sector employers, including restaurants, whose activities affect interstate commerce. |
| Bar / Nightclub | Required | Required. Employers in the hospitality industry, including bars and nightclubs, are subject to NLRA jurisdiction as their operations impact interstate commerce. |
| Food Truck | Required | Required. Mobile food service employers engaged in interstate commerce, such as purchasing supplies across state lines, are covered by the NLRA. |
| Coffee Shop / Café | Required | Required. Retail establishments like coffee shops are covered employers under the NLRA, regardless of size, if their business affects commerce. |
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 restaurant currently has or plans to have at least one paid, non-supervisory employee; select 'No' only if you are a sole proprietor with no paid staff, which may exempt you from this specific posting requirement.
COMMON MISTAKE: Selecting 'No' when you have hourly cooks, servers, or dishwashers, which can lead to non-compliance because the NLRA covers virtually all private-sector employees.
Type of Employer
selectSelect the option that best describes your business structure (e.g., 'Corporation,' 'LLC,' 'Partnership,' 'Sole Proprietorship') as it determines your obligations under the National Labor Relations Act (NLRA).
COMMON MISTAKE: Leaving this blank or selecting a generic option not matching your legal entity, which can confuse your coverage status and posting responsibilities.
Poster Downloaded
booleanConfirm you have obtained the official 'Employee Rights Under the NLRA' poster, which must be the version provided by the National Labor Relations Board (NLRB).
COMMON MISTAKE: Using an outdated poster or one from a third-party vendor that lacks the current NLRB seal, date, or required legal text, which is not compliant.
Poster Format/Size
selectChoose the physical size (typically 11x17 inches) or digital format you will use; the NLRB requires the poster to be readily visible and legible.
COMMON MISTAKE: Selecting a size smaller than 11x17 inches for physical posting or using a low-resolution PDF for digital display, making text unreadable.
Poster Language(s)
selectSelect the primary language of your workforce; if 20% or more of employees are not proficient in English, the NLRB requires posting in their language as well.
COMMON MISTAKE: Posting only in English when a significant portion of your kitchen or service staff primarily speaks another language, which violates NLRB language-access rules.
Has Physical Workplace Location
booleanSelect 'Yes' if your restaurant operates from a brick-and-mortar location where employees report for work; this triggers the requirement for a physical poster.
COMMON MISTAKE: Incorrectly selecting 'No' if you have a physical kitchen or dining area, which would mean missing the mandatory in-person posting requirement.
Specific Posting Locations
textList all specific areas where the poster will be placed, such as 'employee break room,' 'time clock area,' 'kitchen bulletin board,' or 'near the manager's office.'
COMMON MISTAKE: Vaguely listing 'in the restaurant' or omitting locations like remote stock rooms or separate prep areas, failing the NLRB's 'conspicuous place' standard.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you employ staff who do not regularly work at the primary physical location, such as delivery drivers, catering coordinators, or off-site managers.
COMMON MISTAKE: Selecting 'No' when you have delivery drivers who are considered employees, which overlooks the requirement to provide the poster electronically or at their reporting site.
Electronic Distribution Method
textDescribe how you will provide the poster to remote or electronic workers, such as 'via company intranet,' 'email attachment,' or 'linked in payroll portal,' as required by NLRB rules.
COMMON MISTAKE: Leaving this blank when you have remote employees, or listing an insecure method like a personal text message, which may not satisfy 'customary means of communication.'
Poster Physically Posted
booleanConfirm the physical poster is currently displayed in all required conspicuous locations; this is a final compliance check before submission or audit.
COMMON MISTAKE: Selecting 'Yes' prematurely before the poster is actually mounted and visible, which can lead to violations if an inspection occurs.
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 Obsolete or Non-Official Version
Displaying an old poster, like the 2016 version, or a third-party summary instead of the official NLRB Notice is a direct violation. The National Labor Relations Board (NLRB) updates the poster language; failing to post the current version (the 2023 'employee rights' poster) can be cited as an unfair labor practice during an investigation. Obtain the official poster directly from the NLRB website to avoid this mistake, which can lead to fines and corrective orders.
2. Placing the Poster Where Employees Cannot 'Readily See' It
Tucking the poster in a back office, a cluttered bulletin board, or an area rarely visited by employees does not meet the 'readily see' standard. For example, posting it in a manager's locked office is invalid. Based on ApronPrep's analysis, this is a common cause of non-compliance findings. The poster must be in a conspicuous place where employees typically gather, like a break room, time clock area, or next to other required labor law postings.
3. Failing to Post in Languages Other Than English
If a significant portion of your workforce in Spokane does not read English proficiently, you must also post the NLRB notice in the language(s) they understand. The NLRB provides official Spanish, Chinese, and other translations. Assuming English-only is sufficient can render the posting ineffective and lead to penalties. Check the NLRB website for available translations if you have a multilingual workforce.
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 Washington
| City | Fee Range | Timeline |
|---|---|---|
| Seattle | ||
| Spokane | ||
| Tacoma |
Timeline: 1–2 Days
Confirm Your Legal Requirement to Post
Determine if the National Labor Relations Act applies to your Spokane business. The Act covers most private sector employers whose business affects interstate commerce; this includes nearly all restaurants. Review the NLRA coverage guidelines on the NLRB website or consult with an employment law advisor. Most full-service and fast-food restaurants in Washington are covered.
Download or Order the Official Poster
Obtain the current version of the "Employee Rights Under the National Labor Relations Act" poster. The only valid source is the National Labor Relations Board (NLRB). You can download the free PDF in English and Spanish directly from NLRB.gov/poster, or order a printed copy by calling the NLRB at 1-866-667-6572. Ensure you have the poster dated 11/2023 or later, as prior versions are non-compliant. Using an outdated or non-NLRB poster is a common violation.
Print and Post in Required Locations
Print the downloaded 11"x17" poster on durable paper. Post it in a conspicuous place where employees routinely gather for work-related communications, such as a break room, near time clocks, or next to other required labor law posters. If a significant portion of your workforce speaks a language other than English, you must also post the NLRB-provided version in that language. The poster must be displayed at all your worksites, not just a main office.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Washington.
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 RequirementsObtaining the physical poster itself is immediate, as it's a free digital download from the National Labor Relations Board (NLRB) website. Displaying it is a federal requirement with no local processing timeline, but it must be posted before you open for business. Your local City Business License/Registration may have its own review period before you can operate.
There is no government filing fee for the poster itself, as confirmed by the NLRB's official fee schedule. The poster is provided at no cost for download and printing. Not legal advice — verify current requirements with the National Labor Relations Board.
No, the federal poster requirement is specific to each physical worksite where employees report. When you open a new location, you must download and post a fresh copy at that address. This is similar to the site-specific nature of a Certificate of Occupancy for your building.
You do not renew the poster, but you must ensure you display the current version. The NLRB updates the poster if the law changes; you are responsible for replacing outdated versions. There is no scheduled renewal cycle, unlike an Annual Report Filing which has a recurring deadline.
A federal NLRB agent or, in some cases, a state labor department inspector will verify the poster is displayed conspicuously where all employees can see it, typically in a break room or common area. They check for the official, up-to-date version. Failure to post can result in an unfair labor practice charge and delay the resolution of any employee complaints.
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 Washington specifically, we have analyzed compliance dossiers for 3 cities (Seattle, Spokane, Tacoma), 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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