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Employee Communications: Nebraska

Employee Communications requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Marcia A. Washkuhn and Kasey M. Cappellano, Kutak Rock LLP


  • Nebraska requires the posting of a number of state-specific posters related to employee rights. See Posting of Notices.
  • Special protections apply where a large group of non-English-speaking workers is employed. See Posting of Notices; see Non-English-Speaking Workers Protection Act.
  • There are several claims relating to false statements under Nebraska law, including defamation, libel and false-light invasion of privacy. See Defamation.
  • Nevada employers enjoy qualified immunity from employee lawsuits when providing job references. In addition, upon the request of a former employee, public service corporations and state contractors must issue a letter stating the nature and duration of employment and the reason for termination of employment. See Job References.
  • Nebraska law prohibits reading or typing on a handheld mobile device, such as a phone or personal digital assistant (PDA), while driving. See Text-Based Communications.
  • Under Nebraska law, an employer can record its employees' conversations and meetings as long as at least one party consents to the recording. See Recordings.
  • Private employees are protected from retaliation for opposing, testifying about or participating in an investigation of violations of state antidiscrimination laws. See Antidiscrimination Laws.
  • Public employees are protected from retaliation for disclosure of wrongdoing under the State Government Effectiveness Act. See Whistleblower Protections.
  • In Nebraska, courts generally disfavor employers' attempts to restrict a former employee's ability to compete. See Restrictive Covenants.
  • The Trade Secrets Act provides a remedy for theft or disclosure of trade secrets. See Trade Secrets and Confidentiality.
  • Nevada law protects an employee's privacy by limiting an employer's access to his or her personal social media accounts. See Workplace Privacy Act.