The Employee Polygraph Protection Act of 1988 (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) 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, 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 manufacturer, distribute or dispense controlled substances.

How does EPPA affect businesses which are not exempt?

In general, businesses cannot request, suggest or require any job applicant to take a pre-employment polygraph examination. Secondly, 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. However, the employer cannot require current employees to take and examination, and if an employee refuses a request or suggestion, the employer cannot discipline or discharge the employee 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.

I. 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:
   • identification of the company and location of employee
   • description of the loss or activity under investigation
   • location of the loss
   • specific amount of the loss
   • type of economic loss
   • how the employee had access to the loss Note: access alone is not sufficient grounds for polygraph testing
   • what kind of reasonable suspicion there is to suspect the employee of being involved in the loss 5.
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. Are Polygraph Results admissible in a court of law?
    

Admissibility in Court

It seems to be the public's general opinion that the results of polygraph testing is not allowed in court under any circumstances.

The truth is that Polygraph results are admissible in most courts across the country. The Supreme Court has yet to rule on the issue of admissibility so it has been up to individual jurisdictions to allow or disallow them. There are some jurisdictions that have absolute bans on admitting polygraph results, but most allow them.

Then why is this public opinion so wide-spread?

The simple fact is that both the plaintiff and the defendant have to agree to having the results of the test be admissible, prior to the examination being conducted.

Since the results of the test are going to hurt one party and help the other, the likelihood that both parties will agree to admissibility before knowing how it will affect their case, is minimal. Because of this, results of Polygraph testing are rarely admitted as evidence.

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