Employee Communications: District of Columbia
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Stuart R. Buttrick, Susan W. Kline and Sarah E. Caldwell Breslin, Faegre Baker Daniels LLP
- Employers of at-will employees must not give the impression that the employment relationship is anything other than terminable at will. See Communicating Employer Expectations and Work Rules; Employment at Will.
- District of Columbia law recognizes claims for defamation. See Communicating Employer Expectations and Work Rules; Defamation and References.
- District of Columbia law requires all employers to post numerous employment posters. See Communications in Postings Required by District of Columbia Law.
- Employers can protect themselves against employees' use of confidential information using restrictive covenants. See Communicating Sensitive Information.
- All employers must keep personnel information confidential. See Communicating Sensitive Information.
- Employees' oral and wire communications are protected in the District of Columbia. See Privacy of Employee Communications.
- Using mobile telephones or electronic devices is prohibited while driving in the District of Columbia. See Restricting Employee Communications.
- All employers are prohibited from requiring employees to have English-Only policies. See Restricting Employee Communications.
- Employers must comply with the District of Columbia Wage Transparency Act. See Restricting Employee Communications.