Overview: Employers have a broad spectrum of choices for communicating with employees. Bulletin boards, while still a viable means of communication, have long been joined by email messages, tweets and Facebook postings.
Internal and external communications should be monitored and limited by employers to ensure consistency in organizational messages and compliance with federal, state and local laws. Employers should address communications issues in a comprehensive manner, referencing such topics as: confidential business information; media contacts; Internet use; at-will disclaimers; restrictive covenants; use of mobile devices; and communications training. Employers should also focus on keeping the avenues of communication open even in challenging times, such as during a corporate merger or upon an employee's exit from the organization.
Trends: Social media policies, at-will disclaimers, and communications during internal investigations continue to be scrutinized by the National Labor Relations Board (NLRB). Union-free, partially unionized and unionized employers need to heed warnings from the NLRB regarding the unlawful restriction of employees' right to engage in protected concerted activities.
Author: Marta Moakley, JD, Legal Editor
Employers should take these steps to maintain the engagement levels that are crucial for the morale and productivity of employees working remotely during the coronavirus (COVID-19) pandemic.
Employers should put in place these measures to protect the health of employees and sustain essential operations during the novel coronavirus (COVID-19) pandemic.
This guide will help managers and supervisors lead employees and manage change during the current COVID-19 pandemic.
Enhanced with additional information about wage and hour requirements.
Updated to reflect forthcoming San Carlos notice-posting requirements.
Enhanced with additional information about payroll concerns.
As mandated by the Colorado Division of Labor Standards and Statistics, employers subject to the Colorado Overtime and Minimum Pay Standards (COMPS) Order must post the Colorado Overtime and Minimum Pay Standards (COMPS) Order Poster.
Updated to include notice-posting requirements under the Colorado Overtime and Minimum Pay Standards (COMPS) Order, effective March 16, 2020.
Updated to reflect Colorado Overtime and Minimum Pay Standards Order (COMPS Order) notice-posting requirements, effective March 16, 2020.
Updated to reflect notice-posting requirements in Pittsburgh paid sick leave law, effective March 15, 2020.
HR guidance on the legal risks and benefits of employee communications.