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
In-depth review of the spectrum of New Hampshire employment law requirements HR must follow with respect to employee communications.
The ruling in Dawson v. Ameritox, Ltd, confirms Alabama law that an employer-employee relationship must exist at the time a noncompete agreement is executed.
In-depth review of the spectrum of Alabama employment law requirements HR must follow with respect to Employee Communications.
A New Jersey court ruling provides guidance for employers on crafting enforceable contract provisions that shorten the length of time during which an employee may file any claim or lawsuit relating to his or her employment.
A chart detailing state blacklisting prohibitions, job reference immunity statutes and service letter requirements has been added.
In-depth review of the spectrum of New Jersey employment law requirements HR must follow with respect to Employee Communications.
A quick reference chart examining state requirements and possible employer liability risks regarding job references, blacklisting and service letters.
Effective July 1, Indiana will lessen the amount of information that an employer must disclose about former employees and will repeal the penalty for noncompliance.
In-depth review of the spectrum of Indiana employment law requirements HR must follow in respect to employee communications.
In-depth review of the spectrum of Louisiana employment law requirements HR must follow with respect to employee communications.
HR guidance on the legal risks and benefits of employee communications.