Employee Polygraph Protection Act (EPPA)
What is EPPA?

On December 27, 1988, the Employee Polygraph Protection Act (EPPA) became law. This federal law established guidelines for polygraph testing and imposed restriction on most private employers. The following is a brief summary of the essential elements of the law.

Who is affected by EPPA?

This legislation only affects commercial businesses. Local, state and federal governmental agencies (such as police departments and other law enforcement agencies) are not affected by the law, nor are public agencies, such as a school system or correctional institution. In addition, there are exemptions in EPPA for some commercial businesses. These are:
     1. Businesses under contract with the Federal Government involving specified activities (e.g., counterintelligence work).
     2.  Businesses whose primary purpose consists of providing armored car personnel, personnel involved in the design of, or security personnel in, facilities which have a significant impact on the health or safety of any state. Examples of these facilities would be a nuclear or electric power plant, public water works, or toxic waste disposal.
     3.  Companies which manufacture, distribute or dispense controlled substances.

How does EPPA affect businesses which are not exempt?

In general, private businesses cannot request, suggest or require any job applicant to take a pre-employment polygraph examination.  Businesses can request a current employee to take a polygraph examination, or suggest to such a person that a polygraph examination be taken, only when specific conditions have been satisfied.  The employer cannot require current employees to take an examination as a condition of their employment and, if an employee refuses a request or suggestion, the employer cannot discipline or discharge the employee solely based on the refusal to submit to the examination.
What are the conditions that an employer must meet in order to ask a current employee to take a polygraph? The American Polygraph Association is furnishing the following information, which it believes is in good faith, and conforms with the Department of Labor's Regulations relating to polygraph tests for employees. This information is considered only as a guideline to assist in complying with the Act and Regulations, and the American Polygraph Association is disclaiming any liability in connection therewith. Employers should develop their own forms, using their own company name, and should also review their final forms through their own legal counsel.

Checklist for the Employer:

     1.  The incident must be an ongoing, specific investigation.
     2.  It must be an identifiable economic loss to the employer.
     3.  Obtain a copy of the Employer Polygraph Protection Act of 1988.
     4.  Provide the employee with a written statement that includes:
         a)  identification of the company and location of employee
         b)  description of the loss or activity under investigation
         c)  location of the loss
         d)  specific amount of the loss
         e)  type of economic loss
          f)  how the employee had access to the loss
              1.  access alone is not sufficient grounds for polygraph testing)
         g)  basis of reasonable suspicion that exists to suspect the employee of being involved in the loss
    5. The statement provided to employee MUST be signed by someone other than the polygraph examiner,  who is authorized to legally bind the employee, and MUST be retained by the employer for at least 3 years.
    6.  Read the Notice to Examinee to the employee, which should be signed, timed, dated and witnessed.
    7.  Provide the employee with 48 hours advanced notice (not counting weekends or holidays) to the date and time of the scheduled polygraph test.
    8.  Provide employee with written notice of the date, time and location of the polygraph test, including written directions if the test is to be conducted at a location other than at the place of employment.
    9.  Maintain a statement of adverse actions taken against the employee following a polygraph test.
   10.  Conduct an additional interview of employee prior to any adverse action following a polygraph test.
   11.  Maintain records of ALL of the above for a minimum of 3 years.
   12.  Employees may not waive their rights.
   13. Police and investigators are not exempt and must comply if they are conducting an employment related polygraph test, i.e., when conducting a polygraph test on an internal theft for a missing deposit. Information about a polygraph provided to the employer by a police officer or investigator is prohibited under the Act, since employers are not allowed to use, accept or inquire about the results.
    14.  There is a $10,000 penalty for EACH violation of the law.
    15.  Check out the credentials of the polygraph examiner that you use and verify that the examiner meets EPPA requirements. Never hesitate to ask for written proof of licensing, liability insurance, etc.
    16.  Use your company letterhead on all forms you provide to the employee. Have your corporate attorney review your actions to assure your compliance of EPPA.

(Information provided courtesy of the American Polygraph Association)

For further information on EPPA, please visit the comprehensive coverage of the legislation provided via the U.S. Department of Labor website:

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