Bulletin Boards
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Effective Date:
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November 2025
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Focus Group:
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All Home Office Employees
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Purpose:
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To ensure that bulletin boards are used appropriately for required legal postings, organizational announcements, and employee communications while maintaining consistency, professionalism, and compliance with labor laws.
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Guidelines:
1. Required Postings and Organizational Information
2. Employee Notices and Announcements
Employees may submit notices of general, non-commercial interest to Human Resources for approval. Examples include:
Integrated Safeguard:
3. Rights Under Federal Labor Law (NLRA Compliance)
Nothing in this policy is intended to limit or restrict employees’ rights under the National Labor Relations Act (NLRA). Employees have the legal right to:
Integrated Safeguard:
4. Organizational Authority and Removal of Notices
GOI reserves the right to deny posting or remove materials that:
Faith-Based Commitment
GOI maintains bulletin boards as a resource for communication and community. All postings should reflect respect, integrity, and consideration for coworkers and visitors.
- All bulletin boards located in the employee break area contain required governmental postings, such as labor law notices, wage and hour information, and safety communications.
- These boards may also contain internal announcements and updates relevant to employees.
- Required governmental postings must remain visible and unobstructed at all times to maintain legal compliance.
2. Employee Notices and Announcements
Employees may submit notices of general, non-commercial interest to Human Resources for approval. Examples include:
- For-sale items
- Recreational or club announcements
- Expressions of gratitude or sympathy
- Requests or offers for carpools, tickets, roommates, or pets
- Community events or volunteer opportunities
Integrated Safeguard:
- HR will maintain a neutral and content-neutral approach when approving personal notices to avoid perceptions of favoritism or censorship.
- Notices may be removed after a reasonable period or when space is needed for organizational postings.
3. Rights Under Federal Labor Law (NLRA Compliance)
Nothing in this policy is intended to limit or restrict employees’ rights under the National Labor Relations Act (NLRA). Employees have the legal right to:
- Engage in protected concerted activity,
- Discuss or communicate about wages,
- Discuss working conditions,
- Discuss benefits,
- Or otherwise engage with co-workers regarding terms and conditions of employment.
Integrated Safeguard:
- Content related to protected concerted activity may not be removed by HR or supervisors unless it violates another lawful policy (e.g., harassment, threats, confidential information).
- HR must consult with legal or policy guidance before removing postings that may involve employee rights.
4. Organizational Authority and Removal of Notices
GOI reserves the right to deny posting or remove materials that:
- Contain offensive, discriminatory, or inappropriate content,
- Disclose confidential information,
- Advertise outside businesses,
- Conflict with organizational values or policies,
- Pose safety or legal concerns.
- HR will document reasons for removal to ensure consistent enforcement and protect against claims of unfair treatment or retaliation.
Faith-Based Commitment
GOI maintains bulletin boards as a resource for communication and community. All postings should reflect respect, integrity, and consideration for coworkers and visitors.