Family and Medical Leave Act (FMLA) Poster in Eugene, Oregon (2026)
Failing to display the required Family and Medical Leave Act (FMLA) Poster can trigger a Department of Labor investigation, leading to fines and employee complaints. In Eugene, Oregon, all covered employers must post the official notice, also called the WH Publication 1420, from the U.S. Department of Labor - Wage and Hour Division. Key facts:
- 10 fields to configure for your location — ApronPrep auto-fills 8
- $0–$0 government filing fee — the poster itself is free
- Varies processing time — immediate for download, posting is required upon hire
Analyzed from Family and Medical Leave Act (FMLA) Poster
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Why You Need a Family and Medical Leave Act (FMLA) Poster
The requirement to post the Family and Medical Leave Act (FMLA) Poster is a federal mandate for covered employers. The primary authority is the Fair Labor Standards Act (FLSA) and the specific regulations of the Family and Medical Leave Act (FMLA). In Eugene, you must also comply with Oregon's Bureau of Labor and Industries (BOLI) which enforces additional state family leave laws, such as the Oregon Family Leave Act (OFLA), that run concurrently with FMLA. The poster serves as official notice to employees of their rights to job-protected, unpaid leave for qualifying family and medical reasons. This is a mandatory labor law posting, often referred to as an "All-In-One" labor poster when combined with other required state and federal notices.
Failure to display the correct, updated poster in a conspicuous workplace location can trigger significant penalties from both federal (Wage and Hour Division) and state (Oregon BOLI) investigators. The consequences are not hypothetical; they are actively enforced and can include:
- Civil money penalties for willful or repeated violations. For FMLA/FLSA violations, the U.S. Department of Labor can assess penalties up to $2,374 per violation for specific child labor violations, with other fines starting at over $1,000 for willful failures to post.
- Back wage liability and liquidated damages. If a posting violation is tied to an employee being denied their lawful leave, an employer may be liable for the employee's lost wages and benefits, plus an equal amount in liquidated damages, effectively doubling the owed amount.
- Increased scrutiny and audit risk. The absence of a mandatory poster is a visible red flag during any workplace inspection or employee complaint investigation, potentially opening your entire payroll and timekeeping records to a full audit.
- Lease and insurance complications. Commercial leases and business insurance policies often require compliance with all applicable laws. A documented labor law violation could be used against you in a lease dispute or complicate claims processing.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: As of 2026, the federal FMLA poster was updated to reflect regulatory changes; ensure your displayed poster is the 2026 version or later to avoid penalties for posting outdated information.
Who Needs a Family and Medical Leave Act (FMLA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required under 29 CFR § 825.300(a) if the restaurant employs 50 or more people within a 75-mile radius, the federal threshold for FMLA coverage. |
| Bar / Nightclub | Required | Required under 29 CFR § 825.300(a) if the bar employs 50 or more people within a 75-mile radius, the federal threshold for FMLA coverage. |
| Food Truck | Not Required | Typically exempt as FMLA coverage requires 50+ employees within 75 miles; most single-unit food trucks do not meet this threshold. |
| Coffee Shop / Café | Required | Required under 29 CFR § 825.300(a) if the coffee shop employs 50 or more people within a 75-mile radius, the federal threshold for FMLA coverage. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (10 Fields)
8 of 10 auto-filledTotal Number of Employees
numberEnter the total number of employees on your payroll in Eugene, Oregon, including all part-time and temporary workers, which determines your FMLA coverage obligation under both state and federal law.
COMMON MISTAKE: Counting only full-time employees or employees at other locations, which can lead to incorrect eligibility determination and a compliance violation for not posting when required.
Understanding of FMLA Poster Requirement
booleanConfirm your understanding that federal law (29 CFR § 825.300) requires employers with 50+ employees and Oregon state law requires employers with 25+ employees to display the FMLA poster in a conspicuous workplace location.
COMMON MISTAKE: Assuming the requirement does not apply due to a small local team, without counting employees at all locations under your Federal Employer Identification Number (FEIN) to determine the total.
FMLA Poster Downloaded
booleanIndicate whether you have downloaded the official, current (2026) version of the FMLA poster from the U.S. Department of Labor's website or the Oregon Bureau of Labor and Industries.
COMMON MISTAKE: Using an outdated poster from prior years or a generic template from a non-official source, which lacks current legal text and will not satisfy the mandatory posting requirement.
Poster Acquisition Method
selectSelect how you obtained the official poster, typically via direct download from the DOL's elaws poster page or through a state labor agency, to document your use of a compliant source.
COMMON MISTAKE: Selecting 'Other' for a commercial provider without verifying the poster contains the exact, unaltered text mandated by 29 CFR § 825.300(a), which is a common audit finding.
Poster Display Location
textDescribe the exact physical location where the FMLA poster is displayed, such as 'Employee break room bulletin board' or 'Next to the time clock,' ensuring it's a place where all employees can readily see it.
COMMON MISTAKE: Vaguely stating 'in the office' or placing it in a manager's office or back hallway, which fails the 'conspicuous' standard and is a primary cause of citations during inspections.
Business Has Multiple Locations
booleanIndicate if your business operates more than one workplace location, as this triggers the requirement to post the FMLA notice at each site where you have 50 or more total employees (federal) or 25+ (Oregon).
COMMON MISTAKE: Answering 'No' when you have a separate kitchen, warehouse, or administrative office within Eugene, which the DOL considers a distinct location requiring its own poster if employees work there.
Number of Business Locations
numberIf you have multiple locations, enter the total count of all distinct physical worksites under your control in the Eugene area where employees report for duty, to confirm the scope of your posting obligation.
COMMON MISTAKE: Omitting small satellite locations or remote work hubs, leading to an undercount and failure to post at all required sites, which can result in separate penalties per location.
Poster Display Confirmed
booleanCertify that the official FMLA poster is currently posted and visible to all employees, which is your affirmative declaration of compliance with the law's posting mandate.
COMMON MISTAKE: Confirming display without a recent physical verification, as posters can be removed, covered, or damaged, leaving you non-compliant despite your initial good-faith effort.
Poster Maintenance Plan
booleanConfirm you have a process to check the poster's condition (e.g., not torn, faded, or obscured) during routine walk-throughs, as maintaining a legible notice is a continuous requirement.
COMMON MISTAKE: Lacking any plan, leading to a degraded, unreadable poster that fails to inform employees of their rights, which is treated the same as not having a poster at all.
Monitoring for Poster Updates
booleanIndicate your awareness that poster requirements can change and that you monitor official DOL and Oregon BOLI channels for updates, as using an outdated poster is a common violation.
COMMON MISTAKE: Assuming the 2026 poster is 'permanent,' missing future mandatory updates which, if not posted, can lead to penalties even if the old poster is still displayed.
Top 5 Family and Medical Leave Act (FMLA) Poster Mistakes
1. Not Displaying Both Federal & Oregon State Leave Posters
Many Eugene businesses post only the federal FMLA poster, missing Oregon's required Family Leave Act (OFLA) poster. This creates a compliance gap because OFLA covers additional situations like bereavement leave and sick child care. To avoid it, post the "All-In-One" Labor Law Poster from the Oregon Bureau of Labor and Industries (BOLI) or ensure both posters are displayed side-by-side in a common area.
2. Posting in an Inaccessible or Non-Public Location
Hiding the poster in a manager's office or a rarely-used break room violates the 'prominent place' requirement. Employees must be able to see it easily. The consequence is a potential Wage and Hour Division investigation. Post it where all employees frequent, like near time clocks, main break rooms, or next to other required labor law posters.
3. Using an Outdated or Non-Compliant Poster Version
Using a poster from 2024 or older misses 2026 updates, such as changes to military family leave provisions or contact information for the Wage and Hour Division. An outdated poster fails to inform employees of their current rights. Always obtain the poster directly from the U.S. Department of Labor or Oregon BOLI websites to guarantee it's the current, official version.
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Family and Medical Leave Act (FMLA) Poster by City in Oregon
| City | Fee Range | Timeline |
|---|---|---|
| Eugene | ||
| Portland | ||
| Salem |
Timeline: 1–3 Business Days (if Filing Correctly)
Download the Current Federal FMLA Poster
Obtain the official "Employee Rights under the Family and Medical Leave Act" poster (WH Publication 1420) directly from the U.S. Department of Labor's Wage and Hour Division website. This is a federal poster, available for free download in multiple languages. Ensure you get the current version (revised 2026). Printing outdated posters is a common compliance violation.
Confirm Eugene-Specific Display Requirements
Review Oregon Bureau of Labor and Industries (BOLI) and City of Eugene regulations to confirm any local posting rules that supplement the federal FMLA poster. While Oregon largely defers to federal FMLA posting rules, you must verify if any state-specific notices (e.g., Oregon Family Leave Act, OFLA) must be posted alongside it. Check the BOLI website for the most current state poster list.
Print and Post in Required Locations
Print the poster on durable, legible paper (minimum 11" x 17" recommended). You must display it in a conspicuous place where all employees and applicants can see it, such as a break room, near time clocks, or a central bulletin board. For remote workers, you must distribute the poster electronically or via mail. Failure to post can result in penalties from the DOL.
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
Alcohol Service Permit
state
Application for Employer Identification Number
federal
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe timeline varies. There is no formal application or approval process for this poster from the federal government. You are required to display it as soon as you have 50 or more employees. You must obtain and post the current version of the U.S. Department of Labor (DOL) FMLA notice immediately upon meeting the coverage threshold to remain compliant.
There are no government filing fees for the poster itself. The official fee range is $0–$0. The U.S. Department of Labor provides the official notice for free download and printing. You may incur costs for professional printing or laminating, similar to posting other required notices like your ADA Compliance Self-Certification. Not legal advice — verify with the DOL.
No, this is not a transferable permit like a business license. The poster is a federal notice that must be displayed at each of your worksites. If you open a new restaurant location, you must post the current FMLA notice there as well, provided you meet the 50-employee threshold. Ensuring all locations display current labor law posters is as critical as maintaining valid site-specific permits like your Certificate of Occupancy.
You do not 'renew' it, but you are responsible for ensuring your posted notice is the most current version. The U.S. Department of Labor updates the poster when regulations change. It is a best practice to check the DOL website annually for updates, especially as you manage other recurring requirements like your City Business License/Registration. Posting an outdated version can lead to compliance violations.
There is no scheduled inspection for the FMLA poster alone. However, a U.S. Department of Labor Wage and Hour Division investigator may check for its proper posting during a routine audit or investigation of a complaint. They will verify the poster is the current version, displayed in a conspicuous place where employees can see it, and that your business is covered. Non-compliance can result in civil monetary penalties, so treat this with the same seriousness as other operational permits.
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 10 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
- Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
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