HR Support on Employee Communications

Editor's Note: Formulate internal communications programs to limit risks and encourage dialogue.

Marta MoakleyOverview: 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

New and Updated

  • Department of Justice Right to Work Poster

    Type:
    Policies and Documents

    Updated to reflect the renaming of the DOJ Civil Rights Division's Office of Special Counsel for Immigration-Related Practices, effective January 18, 2017.

  • California Workplace Labor and Employment Law Posters

    Type:
    Quick Reference

    Updated to include San Francisco notice-posting requirements; and enhanced to improve comprehensiveness with the addition of notice-posting requirements in San Mateo, Santa Monica, Palo Alto and Cupertino.

  • Iowa Workplace Labor and Employment Law Posters

    Type:
    Quick Reference

    Enhanced to improve comprehensiveness with the addition of notice-posting information for Linn County and Wapello County.

  • Cupertino, California Minimum Wage Poster

    Type:
    Policies and Documents

    As mandated by the City of Cupertino, California, covered employers under the city's minimum wage ordinance must post the Cupertino, California Minimum Wage Poster.

  • Palo Alto, California Minimum Wage Poster

    Type:
    Policies and Documents

    As mandated by the City of Palo Alto, California, covered employers under the city's minimum wage ordinance must post the Palo Alto, California Minimum Wage Poster.

  • San Mateo, California Minimum Wage Poster

    Type:
    Policies and Documents

    As mandated by the City of San Mateo, California, covered employers under the city's minimum wage ordinance must post the San Mateo, California Minimum Wage Poster.

  • Santa Monica, California Minimum Wage Poster

    Type:
    Policies and Documents

    As mandated by the City of Santa Monica, California, covered employers under the city's minimum wage ordinance must post the Santa Monica, California Minimum Wage Poster.

  • Linn County, Iowa Minimum Wage Poster

    Type:
    Policies and Documents

    As recommended by the Linn County, Iowa Board of Supervisors, all Linn County, Iowa employers should post the Linn County, Iowa Minimum Wage Poster.

  • Wapello County, Iowa Minimum Wage Poster

    Type:
    Policies and Documents

    As recommended by the Wapello County, Iowa Board of Supervisors, all Wapello County, Iowa employers should post the Wapello County, Iowa Minimum Wage Poster.

  • San Francisco Paid Parental Leave Ordinance Poster

    Type:
    Policies and Documents

    As mandated by San Francisco's Office of Labor Standards Enforcement, covered San Francisco employers must post the San Francisco Paid Parental Leave Ordinance Notice Poster.