Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster in Houston, Texas (2026)
You risk Department of Labor (DOL) investigations and significant penalties for failing to display this federal notice, required by the Uniformed Services Employment and Reemployment Rights Act. Issued by the U.S. Department of Labor's Veterans' Employment and Training Service (VETS), this mandatory posting, also called the "USERRA workplace poster," informs service members of their reemployment and anti-discrimination rights. Key facts:
- 14 fields — ApronPrep auto-fills 12
- $0–$0 government filing fees
- Varies — must be posted upon hiring
Analyzed from Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
86% from one compliance interview
Manual entry or document upload required
Why You Need a Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
The USERRA poster is a federal posting requirement. The mandate originates from the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. §§ 4301-4335. This federal law is enforced nationally, including in Houston, Texas, by the U.S. Department of Labor's Veterans' Employment and Training Service (VETS). USERRA applies to all public and private employers, regardless of size, who have one or more employees. The law requires covered employers to provide notice of the rights, benefits, and obligations under USERRA by displaying the official poster prominently in a location where employee notices are customarily posted.
Failing to display the correct USERRA poster can trigger significant liability, separate from any underlying USERRA rights violation. While there is no direct fine solely for the posting failure, it can be used as evidence of a lack of good faith in USERRA compliance investigations and lead to the following penalties for related violations:
- Back Pay and Benefits Restoration: Courts can order you to pay the affected employee for all lost wages and benefits from the date of the violation, plus interest.
- Reinstatement: You can be legally compelled to rehire a service member to the position they would have held had their employment not been interrupted by military service, with seniority and status intact.
- Liquidated Damages: For willful violations, a court may award the employee an amount equal to the back pay and benefits owed, effectively doubling the employer's financial liability.
- Injunction and Attorney's Fees: The court can issue an injunction to stop the unlawful practice and require you to pay the employee's reasonable attorney and expert witness fees.
Legal code: Uniformed Services Employment and Reemployment Rights Act (USERRA)
Recent update: The official 'Your Rights Under USERRA' poster was last updated by the U.S. Department of Labor in May 2023 to reflect current points of contact and web addresses 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 federal law; any business with one or more employees, including salaried managers, must display the USERRA poster. |
| Bar / Nightclub | Required | Required by federal law; employers with one or more employees, including tipped staff and part-time bartenders, must comply. |
| Food Truck | Required | Required by federal law; the mobile nature does not exempt an employer with employees from USERRA's posting mandate. |
| Coffee Shop / Café | Required | Required by federal law; a sole proprietor with even one part-time barista or cashier is considered an employer under USERRA. |
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 you have any employees, including part-time or seasonal staff, as USERRA requirements apply to all employers with one or more employees, including yourself if you are a W-2 employee of your own corporation.
COMMON MISTAKE: Selecting 'No' when you have any employees, including owner-employees on payroll, is a common error that can lead to non-compliance.
Number of employees
numberEnter the total number of individuals on your payroll, including all full-time, part-time, and temporary staff, based on your most recent pay period records.
COMMON MISTAKE: Incorrectly counting independent contractors or unpaid interns as employees, or forgetting to count all corporate officers on payroll.
USERRA poster downloaded
booleanSelect 'Yes' once you have saved the official 'Your Rights Under USERRA' poster (DOL Form 1600) from the U.S. Department of Labor website to your device.
COMMON MISTAKE: Selecting 'Yes' after downloading a non-official or outdated version from a third-party website, which does not fulfill the legal requirement.
Need help downloading
booleanSelect 'Yes' only if you require technical assistance locating or saving the correct PDF file from the DOL.gov website.
COMMON MISTAKE: Mistakenly selecting 'Yes' when you simply need clarification on the requirement, which is a different type of assistance.
USERRA poster printed
booleanSelect 'Yes' after you have physically printed the downloaded poster on standard letter-sized paper (8.5" x 11") in color or black and white.
COMMON MISTAKE: Selecting 'Yes' before actually printing, or printing a copy that is illegible, scaled down, or missing the official DOL seal and revision date.
Printing method
selectSelect the method used (e.g., 'Office Printer,' 'Print Shop') to document how the poster was produced for your compliance records.
COMMON MISTAKE: Selecting 'Print Shop' but failing to retain the receipt or proof of printing, which can be requested during a DOL audit.
Display location identified
booleanSelect 'Yes' once you have chosen a conspicuous place where employees readily gather, such as a break room, near time clocks, or next to other required labor law posters.
COMMON MISTAKE: Selecting 'Yes' for a location in a back office, manager's office, or other area not frequented by all employees, which violates the 'conspicuous' requirement.
Display location description
textDescribe the specific location with enough detail for an inspector to find it (e.g., 'On the wall in the employee break room, next to the federal minimum wage poster').
COMMON MISTAKE: Using vague descriptions like 'in the back' or 'on a wall,' or failing to note it is at eye level and free from obstructions.
USERRA poster posted
booleanSelect 'Yes' only after the printed poster is physically affixed (e.g., taped, tacked) in the identified conspicuous location, visible to all employees.
COMMON MISTAKE: Selecting 'Yes' when the poster is merely placed in a folder, stored behind a counter, or not yet permanently displayed.
Date poster was posted
dateEnter the exact calendar date (MM/DD/YYYY) when the poster was first displayed in the required location, which starts your compliance period.
COMMON MISTAKE: Entering the download date, print date, or a future date, instead of the actual physical posting date, creating an inaccurate compliance record.
ApronPrep auto-fills 12 of 14 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster Mistakes
1. Not Displaying the Poster in a Conspicuous Place
Placing the USERRA poster in a back office, break room, or locked HR area where employees cannot easily see it. This violates the Department of Labor's requirement for 'conspicuous' posting, equivalent to a violation of the Fair Labor Standards Act posting rules. Avoid this by posting it in the same high-traffic area as your other mandatory federal and state labor law posters, such as near time clocks, in common areas, or in employee entrances.
2. Using an Outdated or Incorrect Poster Version
Displaying a poster that does not include the current notice text as provided by the Veterans' Employment and Training Service (VETS). The language and contact information can be updated. This mistake risks providing incorrect information to service members about their reemployment rights. Avoid this by downloading the official 'Your Rights Under USERRA' poster directly from the U.S. Department of Labor's VETS website, not from third-party vendors without verification.
3. Failing to Provide the Notice to Individual Employees
Relying solely on the wall poster without also providing the notice to employees as required by 38 U.S.C. § 4334. The law mandates providing the notice to each person entitled to rights and benefits under USERRA. Avoid this by including the USERRA notice in new hire packets, employee handbooks, and providing it directly to any employee who notifies you of military service obligations.
Skip the Paperwork on Your Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
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Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster by City in Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: Varies
Determine Your Requirement and Source the Poster
First, verify your legal obligation. Federal USERRA law (38 U.S.C. § 4334) mandates that all employers, regardless of size or location in Houston, display the official USERRA poster in a conspicuous place. You do not apply to a government agency for this poster; you must download the current version directly from the U.S. Department of Labor (DOL) website or order a copy. Using an outdated or non-official poster version is a common compliance oversight.
Download or Order the Official Poster
Go to the DOL's Veterans' Employment and Training Service (VETS) website to access the free, downloadable PDF of the 'Your Rights Under USERRA' poster. You can also request a printed copy by mail from the DOL, though this may take longer. Ensure you get the standard English version (Form VETS-10123) or the Spanish version if needed. Bookmark the DOL page, as poster content or design can be updated, and employers are responsible for displaying the most current version.
Print and Prepare the Poster for Display
Print the downloaded PDF on legal-sized (8.5" x 14") paper or larger, as recommended by the DOL for readability. The poster must be placed where employee notices are customarily posted, such as a break room, near time clocks, or on a dedicated bulletin board. For businesses with remote employees, the DOL requires electronic posting on an internal website or via email. Laminating the poster can protect it, but ensure the text remains clear and legible.
Where to Apply
Dallas
Department of Labor - Veterans' Employment and Training Service (DOL-VETS)
Houston
Department of Labor - Veterans' Employment and Training Service (DOL-VETS)
San Antonio
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 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 RequirementsThe timeline to obtain a USERRA poster varies. There is no formal application or approval process with the city of Houston or the state of Texas for this federal notice, as it is a mandatory workplace posting, not a permit. You can download and print it immediately from the U.S. Department of Labor website. Contact the Department of Labor to confirm the most current version.
The government filing fee for the USERRA poster is $0–$0. The poster itself is provided at no cost by the U.S. Department of Labor for download and printing. You may incur costs for printing or purchasing a physical display kit from a commercial supplier, but these are not fees paid to any government authority. Not legal advice — verify with the U.S. Department of Labor.
Yes, the USERRA poster is a federal notice that must be displayed at each business location where you have employees. If you move or open a new location, you must ensure a current poster is displayed there; there is no 'transfer' process. This is similar to other location-specific postings, like a required City Business License/Registration notice. Always verify your complete posting obligations for each worksite.
There is no formal renewal. You are required to display the most current version of the poster. The U.S. Department of Labor updates the poster if the law changes; it is your responsibility to check for and post any updated versions. Unlike a Alarm System Permit/Registration, there is no annual fee or submission. Monitor the Department of Labor's website or official bulletins for updates.
There is no dedicated 'inspection' for the USERRA poster. Compliance may be checked during a general workplace investigation by the U.S. Department of Labor if a complaint is filed by an employee or service member. An investigator will verify the poster is displayed in a conspicuous place accessible to all employees, as required by federal law. Failure to post can result in penalties, separate from any fines for substantive USERRA violations.
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 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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