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Mind the bulletin board

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in Best-Practices Leadership,Leaders & Managers

Under both federal and some state laws, certain information must be posted on a bulletin board where all employees can see it.

What can be posted? The bulletin board that displays labor-law posters should not be the same one that employees use to offer free kittens, sell cookies or tack up a lost mitten. Hang a separate board for that purpose.

If you have a union, it should also have its own separate bulletin board to post union information and news.

But don’t ignore the employee “community” board. Make a habit of checking it out sporadically. You should have a disclaimer saying the company is not responsible for the accuracy of any postings. You should also have a clear policy against discriminatory, threatening  or offensive postings.

Who does the posting? If anyone can put their own messages on the bulletin board, somebody should be responsible for monitoring the board to make sure the policy is being followed.

Or have a staffer designated to review postings before they go up (although too cumbersome a procedure discourages people from using the board). You should also have someone—the same person or another—who is responsible for actually putting things up and taking them down, replacing notices that get torn, defaced or are expired.

When do things come down? It’s a good idea to set time limits on employee postings so the bulletin board doesn’t get overcrowded. And if you’re relying on a bulletin board to convey information (whether required by law or not) to employees, you need an accurate record of when the notice was posted and when it’s OK to remove it.

It’s a good practice to keep a file with copies of every “official” notice posted on a bulletin board, with a notation of when it posted and when it was removed.

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