Employee Communications: Rhode Island
Federal law and guidance on this subject should be reviewed together with this section.
Author: Jessica Sussman
- Rhode Island law presumes employment for an indefinite duration is employment at will. See Communicating Employer Expectations and Work Rules.
- When communicating performance appraisals, conducting disciplinary meetings or responding to reference requests, Rhode Island employers must be aware of potential employee claims regarding communications issues. See Defamation.
- Employers in Rhode Island are protected from liability for disclosure of fair and unbiased information related to the job performance and conduct of a current or former employee. See Job Reference Immunity.
- Rhode Island law prohibits employers from preventing any employees involved in labor activities from obtaining or retaining employment. See Blacklisting.
- Rhode Island law prohibits employers from attempting to influence employees' political actions or opinions within 90 days of a general election. See Communicating Political Opinions.
- Rhode Island law protects an employee's right to privacy. See Monitoring Employee Communications.
- Rhode Island law requires employers to display a number of posters in the workplace. See Communications in Postings Required by Rhode Island Law.
- Employers in Rhode Island must be aware of the Rhode Island Whistleblowers' Protection Act. See Whistleblower Protections.
- Restrictive covenants are enforceable in Rhode Island if they are reasonable and necessary. See Communicating Sensitive Information.
- Rhode Island law prohibits all drivers from composing, sending or reading text-based communications on mobile devices. See Use of Mobile Devices.
- Providence has requirements pertaining to employee communications. See Local Requirements.