Employee Communications: Federal
Updating Author: XpertHR Editorial Team
- Effective employee communication provides the foundation for positive and cooperative working relationships. See Effective Workplace Communication.
- Employers should implement a disciplined, planned approach to employee communications, and avoid ad hoc solutions. See Implementing Effective, Coordinated Communication Techniques.
- Communications training involves disseminating the corporate communications plan, communicating an employer's training options and assisting employees to develop better communication skills. See Communications and Training.
- Developing and communicating policies and procedures that guide employee behavior allows employees to understand their role in the organization and establishes an employer's expectations. Employee rights must also be communicated through workplace postings. See Communicating Employer Expectations and Work Rules.
- Exit interviews offer an excellent opportunity for employers to gather information from departing employees. Exit interviews are also valuable in enforcing noncompete agreements. See Exit Interviews: Best Practices; Noncompete Agreements.
- Employers should safeguard sensitive information, such as documentation regarding performance appraisals and internal investigations. Employers should avoid potential invasion of privacy claims as well as claims related to reference checks. See Communicating Sensitive Information.
- Employers should strive to keep communication channels open, even in challenging times. See Communicating During Times of Change.
The following states have additional requirements for this topic under applicable state law.
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- Rhode Island
- South Carolina
- South Dakota
- New Hampshire
- New Jersey
- New Mexico
- New York
- North Carolina
- District of Columbia
- North Dakota
- West Virginia