Employee Communications: New York
Federal law and guidance on this subject should be reviewed together with this section.
Author: Amanda R. Gregurich
- New York has specific requirements with respect to postings required in the workplace. See Communications in Postings Required by New York Law.
- New York State is an employment at will state. See Communicating Employer Expectations and Work Rules.
- New York laws restrict the use of mobile devices while driving. See Restrictions on Mobile Device Usage.
- New York employers may limit, to an extent, workplace discussions of wages. See Workplace Discussions of Wages.
- New York employers have limited immunity with respect to defamation claims. See Defamation and Job References.
- New York law prohibits blacklisting. See Blacklisting.
- New York courts have rejected employee claims for intentional infliction of emotional distress where the alleged wrongful act was, or took place during, a discharge. See Intentional Infliction of Emotional Distress.
- New York law protects private employees from adverse employment actions based on their lifestyle choices outside of the workplace. See New York Lifestyle Discrimination Law.
- New York courts will generally support the employer's request to enforce a noncompete agreement to the extent necessary to protect the employer's legitimate business interests, e.g., client lists, trade secrets or investments in unique employees. See Noncompete Agreements.
- New York law limits the use of nondisclosure agreements. See New York Nondisclosure Agreements.
- New York's enforcement of trade secret theft is based solely on common law, or court-made law, interpretation. See Trade Secrets.
- New York City and Westchester County have requirements pertaining to employee communications. See Local Requirements.