Employee Communications: Arkansas
Federal law and guidance on this subject should be reviewed together with this section.
Authors: E. B. Chiles, IV, Cameron C. McCree and Amber Davis-Tanner, Quattlebaum, Grooms, Tull & Burrow PLLC
- Arkansas is an at-will employment state. See Employment at Will.
- Arkansas imposes various posting requirements on employers. See Posting Requirements.
- Arkansas schools ban e-cigarettes. See E-Cigarettes.
- Arkansas does not favor noncompete agreements. See Noncompete Agreements.
- Employers may face liability in communicating employees' work histories and performance. See Communications Issues.
- The Arkansas Civil Rights Act (the ACRA) prohibits discrimination on the basis of the employee's race, religion, national origin, gender and disability. The ACRA, like similar federal antidiscrimination statutes, recognizes a cause of action for constructive discharge. See Regulation of Discriminatory Comments.
- Arkansas does not allow for unfettered monitoring of employee communications. See Recording or Intercepting Communications.
- Arkansas law prohibits all drivers from using a handheld mobile device to text, email or access the Internet while driving. See Restrictions on Mobile Device Usage.
- Arkansas has adopted the Uniform Trade Secrets Act. See Trade Secrets and Confidentiality of Business Information.
- Employers dealing with communications issues should be mindful of Arkansas law on antidiscrimination, anti-retaliation and whistleblower protection. See Regulation of Discriminatory Comments and Whistleblower and Retaliation Protections.