In that case, you can always take the help of this memo template. 2. With shift collaboration, you can make employee scheduling a breeze. Other date changes, promotions, milestones, or product announcements could also utilize this format. Accordingly, please do not send us any information about any matter that may involve you unless we have agreed that we will be your lawyers and represent your interests and you have received a letter from us to that effect (called an engagement letter). This is not common nor is it legal anymore for an employer to have a policy preventing discussing wages with coworkers (whether contractors are considered co-workers is not clear), Confidentiality of Terms: Cannot discuss salary or benefits. What We Like: This memo has clear directions on where to find the event taking place, something which wouldve been less effective if it only wouldve included the floor number. There is information which you may be told, and asked to keep secret, but where the only obligation to do so is personal. 2. It can be easy to say but it is actually hard to implement. hbspt.cta._relativeUrls=true;hbspt.cta.load(53, 'c28e97c9-b886-4dcc-841f-296c46f0df20', {"useNewLoader":"true","region":"na1"}); If you need to inform your employees of official internal business, well show you how to write a memo to better communicate your message. If you are tempted to disclose any information of this nature, you should check your contract first and, if necessary, get legal advice. That being said, as long as you're not talking to someone who is concerned about maintaining that balance of power this doesn't seem enforceable. There is understandable confusion among employers about the various laws affecting workplace confidentiality. An employee confidentiality agreement must also have a clause about the particulars of the confidential information that will be supplied by external parties and other entities that are involved in the business operations. During the summer of 2019, the Oregon legislature passed two bills broadening protections for pregnant and lactating employees, including extending lactation break requirements to apply to employers of all sizes, requiring more flexible lactation breaks, and expressly requiring reasonable accommodation for known pregnancy and childbirth related limitations.