Overview: Employers have a broad spectrum of choices for communicating with employees. Bulletin boards, while still a viable means of communication, have long been joined by email messages, tweets and Facebook postings.
Internal and external communications should be monitored and limited by employers to ensure consistency in organizational messages and compliance with federal, state and local laws. Employers should address communications issues in a comprehensive manner, referencing such topics as: confidential business information; media contacts; Internet use; at-will disclaimers; restrictive covenants; use of mobile devices; and communications training. Employers should also focus on keeping the avenues of communication open even in challenging times, such as during a corporate merger or upon an employee's exit from the organization.
Trends: Social media policies, at-will disclaimers, and communications during internal investigations continue to be scrutinized by the National Labor Relations Board (NLRB). Union-free, partially unionized and unionized employers need to heed warnings from the NLRB regarding the unlawful restriction of employees' right to engage in protected concerted activities.
Author: Marta Moakley, JD, Legal Editor
Tacoma, Washington, published final paid leave rules and a model notice.
As mandated by the OFCCP, contractors and subcontractors who hold one or more federal contract in excess of $10,000 in any 12-month period, as well as certain federal contractors and subcontractors, must post the Equal Employment Opportunity Is the Law Poster.
In-depth review of the spectrum of Missouri employment law requirements HR must follow with respect to employee communications.
Changes to notice-posting requirements affect employers in a number of states and the District of Columbia.
In-depth review of the spectrum of Washington employment law requirements HR must follow with respect to employee communications.
In addition to federal posting requirements, a Washington employer should ensure compliance with individual state and local requirements for workplace posters. This chart contains information regarding Washington-specific notice posting requirements.
As mandated by the City of Tacoma, employers with at least one employee working in Tacoma must post the Tacoma, Washington Paid Leave Poster.
As mandated by the Rhode Island Commission for Human Rights, all employers must post the Rhode Island Pregnancy, Childbirth and Related Conditions Rights Notice poster.
In addition to federal posting requirements, a Rhode Island employer should ensure compliance with individual state and local requirements for workplace posters. This chart contains information regarding Rhode Island-specific notice posting requirements.
As mandated by the Georgia State Board of Workers' Compensation, all employers subject to the Georgia Workers' Compensation Law must post the Georgia Workers' Compensation Bill of Rights Poster.
HR guidance on the legal risks and benefits of employee communications.