Employee Communications: Kentucky
Federal law and guidance on this subject should be reviewed together with this section.
Author: Wendy C. Hyland, Fisher Phillips
- The general rule in Kentucky is one of employment at will, unless the parties clearly state an intention to alter the at-will relationship. See Employment at Will.
- Employee handbooks for Kentucky employers must include disclaimers that the terms do not constitute a contract for employment for any specified period of time. See Employment at Will.
- Kentucky law requires employers to post notices in the workplace. See Postings Required by Kentucky Law.
- Kentucky allows the use of restrictive covenants in employment agreements as long as they are reasonable in timeframe and geographic scope. See Communicating Sensitive Information.
- Kentucky employers have qualified immunity with respect to job references. See Reference Checks.
- Kentucky law has no blacklisting prohibition. See Blacklisting.
- Kentucky restricts certain uses of mobile devices while driving. See Restricting Employee Communications; Use of Mobile Devices.
- Public employers should use caution when restricting employee communications that may be protected. See Restricting Employee Communications; Whistleblower Communications.