Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster in Aurora, Colorado (2026)
Failing to display the federal USERRA rights poster can result in a U.S. Department of Labor investigation and potential fines for non-compliance. This mandatory federal notice, issued by the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS), must be posted by all employers in Aurora, Colorado to inform employees of their reemployment and anti-discrimination rights. The notice is also called the "Veterans' Reemployment Rights Poster."
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- $0–$0 government filing fees
- Varies for processing/display
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Why You Need a Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
The Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster is a federal requirement mandated by the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. § 4301 et seq. While USERRA is a federal law, its posting requirement is enforced by the U.S. Department of Labor (DOL) and applies to all employers nationwide, including those in Aurora, Colorado. The DOL requires that the poster be displayed in a conspicuous place where all employees and applicants for employment can readily see it, such as a common break area or near other mandatory labor law postings. The purpose is to inform employees of their rights regarding leave, reemployment, and benefits protection when serving in the uniformed services.
Failure to post the USERRA poster can lead to significant legal and financial consequences for an employer, as it may be used as evidence of a lack of awareness or willful disregard for servicemember rights. While USERRA itself does not specify a monetary fine specifically for failing to post the notice, non-compliance exposes employers to heightened risk in USERRA claims. Consequences include:
- Liability for Back Pay & Benefits: In a successful USERRA claim for wrongful denial of reemployment or benefits, an employer may be ordered to pay the employee for all lost wages and benefits from the date of the violation.
- Reinstatement Orders: Courts can compel an employer to reinstate the servicemember to their former position with full seniority and benefits.
- Liquidated Damages: For willful violations of USERRA, a court may award the employee liquidated damages equal to the amount of lost wages and benefits.
- Enforcement Actions: The U.S. Attorney General may bring a civil action to enforce USERRA rights, adding legal costs and potential additional penalties.
Legal code: Uniformed Services Employment and Reemployment Rights Act (USERRA)
Recent update: The official DOL USERRA poster was last revised in September 2022 to include updated contact information for the Veterans' Employment and Training Service (VETS).
Who Needs a Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required by the U.S. Department of Labor as USERRA applies to all employers with one or more employees, regardless of size, as stated in 38 U.S.C. § 4334. |
| Bar / Nightclub | Required | Required because USERRA's posting requirement (20 C.F.R. § 1002.9) covers all employers, and a bar with employees qualifies. |
| Food Truck | Required | Required if you hire employees, as the federal USERRA mandate has no small-employer exemption. |
| Coffee Shop / Café | Required | Required as a covered employer under the federal statute, regardless of full-time or part-time staff status. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (14 Fields)
12 of 14 auto-filledBusiness has employees
booleanSelect 'Yes' if your business has any employees on payroll (including yourself if you pay yourself a W-2 wage), or 'No' if you are a sole proprietor without employees.
COMMON MISTAKE: Selecting 'No' because you think of yourself as an 'owner' not an 'employee' can lead to a compliance failure if you are on payroll; the USERRA poster requirement applies if you have any covered employees.
Number of employees
numberEnter the total number of individuals on your payroll, including full-time, part-time, and seasonal staff, as of the date you are completing this acknowledgment.
COMMON MISTAKE: Entering '0' when you have at least one employee, or forgetting to include owners who are on payroll; this field is used to confirm applicability of the federal USERRA mandate, which covers all employers regardless of size.
USERRA poster downloaded
booleanSelect 'Yes' after you have successfully obtained the official "Your Rights Under USERRA" poster from the U.S. Department of Labor's website (dol.gov) or a verified source.
COMMON MISTAKE: Selecting 'Yes' without actually downloading the poster, or downloading an outdated version; using an incorrect or expired poster is a common audit trigger.
Need help downloading
booleanSelect 'Yes' if you require technical assistance locating or downloading the poster from the government site; this flags a need for guidance but does not exempt you from the requirement.
USERRA poster printed
booleanSelect 'Yes' only after you have produced a physical, legible copy of the poster; a digital file on a computer does not satisfy the federal display requirement.
COMMON MISTAKE: Assuming a digital copy displayed on a monitor is sufficient; the U.S. Department of Labor requires a physical poster posted conspicuously.
Printing method
selectIndicate how you produced the physical poster, such as 'Office Printer,' 'Professional Print Shop,' or 'Other,' to document your compliance step.
Display location identified
booleanSelect 'Yes' once you have chosen a specific, conspicuous place where employees routinely gather (e.g., break room, time clock area, next to other required labor law posters).
COMMON MISTAKE: Selecting a location not easily accessible to all employees, like a manager's private office; this can be cited as non-compliance during a federal or state audit.
Display location description
textProvide a clear, specific description of where the poster is/will be posted, e.g., 'On the bulletin board in the employee break room next to the Minnesota Wage & Hour poster.'
COMMON MISTAKE: Writing vague descriptions like 'in the back' or 'on a wall'; auditors need a precise location to verify compliance without requesting a site visit.
USERRA poster posted
booleanSelect 'Yes' only after the physical poster is actually affixed at the identified location; this is your final attestation of compliance.
COMMON MISTAKE: Selecting 'Yes' prematurely, before the poster is actually posted; this creates a false record that could be problematic in an audit.
Date poster was posted
dateEnter the exact calendar date (MM/DD/YYYY) when you physically placed the poster at the display location; this establishes your compliance timeline.
COMMON MISTAKE: Entering a future date or leaving it blank; an incorrect date can invalidate your compliance record if challenged.
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Top 5 Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster Mistakes
1. Not Posting in a Conspicuous Location
Employers place the USERRA poster in a back office, break room, or digital-only portal where employees cannot easily see it. The U.S. Department of Labor (DOL) requires posting "in a conspicuous place." For example, placing it next to other required federal posters (like the FLSA and OSHA notices) in a common employee area like a break room or near time clocks is correct. A single PDF on an intranet page not frequently visited is a common mistake that can lead to non-compliance findings.
2. Using an Outdated or Incorrect Poster Version
Businesses download and display an old USERRA poster from a generic website instead of using the official, current version from the Veterans' Employment and Training Service (VETS). The DOL can update poster language. For example, the correct source is the DOL's "elaws" poster advisor or VETS website. Using a poster from 2015 that lacks current contact information or clarifies is a typical error. This mistake creates a risk during a DOL audit, as inspectors check for the most recent edition.
3. Failing to Provide Individual Notice Upon Request
Employers assume the wall poster fulfills all notice requirements. USERRA also requires providing individual copies of the notice (or a copy of the poster) to employees entitled to rights and benefits under the Act, such as those leaving for uniformed service. For instance, when an employee provides notice of military leave, the employer must give them a copy of the notice. Simply pointing to the wall poster is insufficient and violates the specific individual notice requirement under 20 CFR 1002.5, potentially affecting reemployment rights.
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Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster by City in Colorado
| City | Fee Range | Timeline |
|---|---|---|
| Aurora | ||
| Colorado Springs | ||
| Denver |
Timeline: Typically 1–2 Days (Poster Acquisition)
Review Requirements and Identify Sources
Determine that you need the official USERRA poster (also known as the "Your Rights Under USERRA" notice) and identify your acquisition method. The federal Department of Labor (DOL) provides it for free download, or you can order a physical copy. No application or fee is paid to the City of Aurora for this poster; it is a federal requirement. The most common mistake is displaying an outdated version or a non-compliant substitute poster.
Download or Order the Correct Poster
Visit the U.S. Department of Labor's Veterans' Employment and Training Service (VETS) website to download the current PDF (Form USERRA 1010) from their dedicated poster page. For a physical copy, you can order one through the DOL's publication request system. Ensure you have the latest version; as of 2025, the poster was last updated in November 2023. Bookmark the DOL VETS page for future reference, as the poster can be updated without notice.
Print and Post in a Conspicuous Location
Print the downloaded PDF on 11x17-inch paper or larger, ensuring it is legible. Physically post it in a prominent area where employees routinely gather, such as a break room, near time clocks, or on a dedicated employee rights bulletin board. For businesses with remote employees, you must also provide the poster electronically, such as via email or on a shared company intranet. Failing to post it visibly is the primary compliance failure noted by investigators.
Where to Apply
Aurora
Department of Labor - Veterans' Employment and Training Service (DOL-VETS)
Colorado Springs
Department of Labor - Veterans' Employment and Training Service (DOL-VETS)
Denver
Department of Labor - Veterans' Employment and Training Service (DOL-VETS)
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Colorado.
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 RequirementsTiming varies significantly because the process is primarily about obtaining and posting the correct notice, not a formal application. There is no government processing time; however, you must procure the poster and have it displayed by your opening date. For other local permits with defined timelines, the City Business License/Registration can take 5-10 business days. Always verify timing for related requirements directly with the City of Aurora.
There are no direct government filing fees for the USERRA poster itself. The required notice is available for free download from the U.S. Department of Labor. Your cost is associated with printing and displaying it. However, you will have government filing fees for other required Aurora permits like the Colorado Employer Withholding Tax Registration. Not legal advice — verify with the Colorado Department of Labor and Employment.
No, the USERRA poster is not a transferable license or certificate. It is a mandatory federal labor law notice that must be displayed wherever you have employees. If you relocate your business within Aurora, you simply need to print a new copy of the free poster and post it at the new worksite. This is distinct from location-specific permits like an Aurora Outdoor Dining/Sidewalk Café Permit, which requires a new application for a new location.
There is no formal renewal process for the USERRA poster. It is a permanent notice that must be continuously displayed as long as you have employees. You should check the U.S. Department of Labor website periodically for updated versions of the poster. This is different from licenses like the Alarm System Permit/Registration which typically require annual renewal and associated fees.
There is no specific 'inspection' for the USERRA poster. Compliance is typically verified during routine federal wage and hour investigations or by the Veterans' Employment and Training Service (VETS). An investigator will check that the current, correct poster is displayed in a conspicuous place accessible to all employees and applicants. Failure to post can result in penalties, separate from violations found during other local inspections, such as those for a Building Permit.
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 Colorado specifically, we have analyzed compliance dossiers for 3 cities (Aurora, Colorado Springs, Denver), generating Rich FILs (Form Intelligence Layers) with 14 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
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
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