Manage your ‘unofficial’ bulletin board, too

Under both federal and some state laws, certain information must be posted on a bulletin board where all employees can see it. But that shouldn’t be the same slab of cork where employees are allowed to offer free kittens, sell cookies or tack up a lost glove.

You need two bulletin boards: One for official wage-and-hour posters and notices of employee rights, and another for employees to use as the organization’s “community” center.

Once that board is up on the wall, don’t ignore it. Make a habit of checking it out periodically. Post 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, be sure someone from HR monitors it to make sure the policy is being followed. That same person should also be in charge of replacing or tossing notices that get torn, defaced or are expired.

Set time limits on employee postings so the bulletin board doesn’t get overcrowded.

Admin Pro D

Advice: If you’re relying on a bulletin board to convey important information to employees, you need to keep an accurate record of when various notices were posted. That way, you can tell when it’s OK to remove them. Make the process easier by snapping and then filing a date-stamped photo of your bulletin board every time you update it.

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