Although many people tend to avoid
discussing controversial topics at work, the mantra of
“Don’t talk about politics” is becoming increasingly
difficult to follow during this election year. Because of
this, and the current war climate, it is inevitable that
political debate, and possibly activism, will arise in the
workplace.
How should employers address this
issue? Although the First Amendment allowing
freedom of speech applies to employees in the public
sector, it technically does not apply to employees in the
private sector. However, most employers allow their
employees to verbally express their political views during
work hours. Management retains the authority to halt the
conversation if the discussion appears to be getting
disruptive or if it is impairing working relationships.
Workplace harassment laws protect individuals from any
speech that creates a "hostile or abusive work environment,”
as political commentary at work falls under
harassment law doctrine.
When the conversation turns to
politics, it is important for all parties to remember that
everyone has a right to an opinion. Whether he/she is a
Democrat, Republican, or an Independent, every employee
should be able to voice his/her opinion without fear of
discrimination. Likewise, employees must keep in mind that
they should not criticize the beliefs of others while
voicing their own opinions. It is imperative that all
employees and members of management “agree to disagree” and
still maintain professional, positive relationships.
Depending on your organization’s work
culture, there may be specific rules and guidelines
regarding political activities. Universities and other
tax-exempt organizations, for example, take great strides in
maintaining a non-partisan atmosphere. The University of
Washington’s “Laws and Policies Surrounding
Political Campaign Activities of
University Employees,” and the University of Vermont’s “Policy
Statement on Political Activities: Tax Exempt Organization
Restrictions” are excellent examples of such
policies.
At times, employees may decide to
actively participate in politics, either locally or
nationally, and may ask their company for financial
contributions. Many state laws prohibit or limit
contributions by companies to political parties or
candidates. Be sure to check your state government’s
website for more detail. Employees have the right to run
for office if they choose to do so. According to Workforce
Management’s Q&A article “Dear
Workforce: Should Employees be Involved in Politics?”,
employees must be clear that when they express their
political views, they are individual views and not the views
of the company. In addition, employees must notify and
receive approval prior to performing political activities on
company time. If serving in public office, the employee
must avoid conflicts of interest by not participating in any
political matters involving their employer. For more
information,
click here. While written for Department of the
Interior employees, the site is still a helpful guideline.
Employees with strong political views
should consider how they want to express themselves and how
much they want to reveal to their coworkers. By allowing
others into a private part of their lives, they are possibly
leaving themselves open for conscious or subconscious
judgment.
Keep in mind that employees who wear
campaign buttons or shirts, or who pass out campaign
literature during work hours are in violation of the
National Labor Relations Act. Section 7 of the NLRA states
that it is an unfair labor practice for employees “to
interfere with, restrain, or coerce employees in the
exercise of rights guaranteed.” Therefore, the act of
wearing a political button is considered a form of
solicitation since it can be construed as an attempt to
“coerce” fellow employees to vote for a particular
candidate. This includes displaying campaign posters in
individual work areas if these areas are in view of others.
If employers choose to ignore the NLRA, and allow this
behavior, they can, in a sense, be “opening a can of worms”
since the Act protects against solicitation by unions. If
you allow one group to solicit, you may be opening the
floodgates to an array of other activities that are not
welcomed in your organization.
If handled with respect and tolerance,
political debate and activism shouldn’t be considered
negative. It is a positive sign when employees show
passion, rather than apathy, regarding the future of our
nation.
What's your perspective on
Political
Activism in the Workplace?
Be sure to vote in this week's on-line poll!!
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