The U.S. District Court for the District of Columbia has ruled that the newly mandated National Labor Relations Act (NLRA) Employee Rights Poster is good to go as is, but at the same time it also ruled that the National Labor Relations Board (NLRB) cannot enforce its proposed blanket penalties.

The NLRB poster was announced with three components: the poster itself, a provision to make it an unfair labor practice not to post it, and another provision to extend the six-month statute of limitations on unfair labor practices if a company fails to post it. The court in its ruling today threw out the last two components, but said the NLRB was free to enforce the posting on an individual basis (for instance, if a workforce decides to unionize and the poster is not on display).

Unless the NLRB opts to delay the implementation date while it pursues a legal challenge, the NLRA Employee Rights Poster must be on display at virtually every private company in the U.S.A. by April 30, 2012.