Employee Communications: North Dakota
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Joel Fremstad and Lynn Block, Fremstad Law
- North Dakota law requires employers to post notices regarding minimum wage, work conditions, workplace safety, insurance and unemployment compensation. See Communications in Postings Required by North Dakota Law.
- Employee handbooks can be an effective way to communicate workplace rules and policies. See Employee Handbooks.
- With respect to recording, monitoring or intercepting employment communications, such as disciplinary meetings or performance appraisals, North Dakota is a one-party consent state. See Monitoring Employee Electronic Data and Communications.
- Employers may restrict certain employee communications, but should use caution when restricting protected communications. See Restrictions on Employee Communications.
- Employers can be confronted with employee claims of defamation, particularly with regard to comments surrounding the termination of employment. See Defamation Claims.
- The Uniform Trade Secrets Act has been adopted and enacted by North Dakota. See Trade Secrets.
- North Dakota law regulates restrictive covenants, such as noncompete and nonsolicitation agreements. See Restrictive Covenants.