Employee Communications: Michigan
Federal law and guidance on this subject should be reviewed together with this section.
Author: Daniel Cohen, Pilchak & Cohen, P.C.
- Michigan law presumes that employment for an indefinite period is at-will. However, prudent employers should adopt at-will language in their employment applications, handbooks and written agreements. See Communicating Employer Expectations and Work Rules.
- Michigan law requires employers to post notices regarding unemployment insurance, vacation and equal pay. See Communications in Postings Required by Michigan Law.
- Michigan allows the use of restrictive covenants in employment agreements. See Communicating Sensitive Information.
- Michigan recognizes defamation claims and tortious interference claims under its common law. In the workplace, such claims apply when commenting about employees and former employees. See Communications Protected Under the Common Law.
- Michigan restricts certain uses of mobile devices while driving. See Restricting Employee Communications; Use of Mobile Devices.
- Michigan's antidiscrimination laws prohibit employers from making decisions based upon an individual's membership in various protected classifications. Thus, discriminatory comments should not be made or tolerated in the workplace. See Discriminatory Communications.
- Ann Arbor, Detroit, Grand Rapids and Lansing have requirements pertaining to employee communications. See Local Requirements.