HR departments may handle a variety of sensitive employee information in internal emails, depending on the department’s responsibilities and scope of work. Here are some examples of sensitive employee information that may be included in internal HR department emails: 1. **Personal and Contact Information**: Employees’ personal data, such as addresses, phone numbers, email addresses, emergency contact information, and other identifying information. 2. **Compensation and Benefits**: Salaries, part-time or Foley payments, bonuses, benefit details (e.g., health insurance benefits, 401(k) contributions), and other financial information. 3. **Performance and Appraisals**: Performance ratings, appraisal results, manager’s feedback, and action plans, which may be considered confidential or sensitive information. 4. **Recruiting and Hiring**: Resumes, interview notes, background checks, hiring and hiring decisions, final offer letters, and onboarding procedures. 5. **Separation and Termination**: Reasons for employee departure (e.g., resignation, dismissal, layoff), termination agreements, and separation procedures. 6. **Separation and Absence**: Employee absence records, leave details (e.g., sick leave, family leave, vacation), and any related disciplinary actions. 7. **Employee Investigations and Corrective Action**: Investigation results, disciplinary actions, and corrective actions, including information related to behavioral issues, harassment, or other inappropriate behavior. 8. **Work Injuries and Workers’ Compensation**: Work injury reports, workers’ compensation claims, and related communications, such as doctors’ notes and treatment plans. 9. **Diversity and Inclusion Issues**: Sensitive information related to diversity and inclusion initiatives, such as reported misconduct, investigations, and corrective actions. 10. **Processing and Support**: Sensitive information about employees who may be experiencing difficult situations, such as disabilities, domestic violence, or medical issues, that require confidentiality and support. 11. **Referrals and Promotions**: Information about promotions, internal transfers, or other career development opportunities, including related selection processes and decisions. 12. **Confidential and Proprietary Information**: Information about transactions with competitors, business strategies, or other trade secrets that are kept within the company. Keep in mind that the specific types and scope of sensitive information will vary by company, its industry, and the laws and regulations that govern it. HR should always follow confidentiality, security, and compliance when processing and storing such sensitive employee information.