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
Updated to reflect notice-posting requirements under the forthcoming state paid sick leave law.
Updated to remove December 1, 2016, overtime requirements that will not be implemented or enforced.
An employer may use this checklist when seeking to improve employee engagement.
This How To details the steps an employer should take to improve employee engagement within the organization.
Updated to reflect notice-posting requirements in the forthcoming Chicago paid sick leave law and Cook County Earned Sick Leave Ordinance, and forthcoming prohibition of noncompete agreements with low-wage workers.
Updated to reflect notice-posting requirements for certain seasonal employers, effective November 1, 2016.
Updated to reflect forthcoming performance improvement plan provisions under the Seattle Secure Scheduling Ordinance.
Updated to reflect forthcoming notice requirements under the Seattle Secure Scheduling Ordinance.
Updated to include Minneapolis notice-posting requirements.
As mandated by the City of Minneapolis Labor Standards Enforcement Division, all employers with covered employees who work in Minneapolis must post the City of Minneapolis Sick and Safe Time Notice to Employees.
HR guidance on the legal risks and benefits of employee communications.