make a nice comment on peers post: Prohibiting all after$-$work communications may not be practical. There will be times when someone has to reach out to an employee who has left for the day, especially if they left early or are on vacation. Everyone else is still working. They may be the only person who can answer questions that are important to the accomplishment of a specific task. Every effort should be made to not address the non$-$working employee, but sometimes there is just no other alternative. When one does have to ask the non$-$present employee for information or advice, the tone of the correspondence should be professional but also acknowledge that the employee is being asked to provide services on their own time and that it is appreciated.

Beyond emergency correspondence as described above, after$-$hours contact should be limited to informational correspondence. For example: "Construction has been planned for $5$th Avenue. Employees should plan on using the $4$th Avenue entrance when coming into work Thursday morning" or "The manager has approved a casual dress day. Feel free to wear jeans to work tomorrow." It would also be ok to send positive messages to an entire team, such as: "Everybody did a wonderful job ensuring that we met our goals today. Thank you all." One should never send electronic correspondence regarding mistakes or problems to employees after working hours or when they are on vacation. Those things can wait until the employee is at work and should be professionally discussed in person. This gives the employee a chance to explain why that issue may have occurred and to ask for a more detailed explanation of what the problem was. $2.)$The best messages to deliver electronically outside or work hours would be emergencies situations regarding the attendance of an employees. This is important due to the level of work that employee provides to the organization. For example if the employee needed to be there in order to present important information. For non emergent, information emails would be the best form of electronic communication. $3.).$ I do not think it is necessary to prohibit electronic communication after normal work hours. There should be guidelines and managers should definitely be informed with the types of messages that have a positive impact on employee well being. Positive feedback and messages without strict timelines for responses and deadlines can be used to increase employee engagement, and this can be used in a very positive manner in a workforce. I think as long as managers are informed about what kind of messages can increase employee moral messages being sent outside of work hours can still be very beneficial for employee moral.