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Politics in the Workplace

Coffee Break CertiPay HR Ninjas

Webinar: #18
Start Time: August 27, 2020 11:20 AM



Rachel Comella

Rachel Comella’s HR career spans 20 plus years with experience in many corporate entities. Rachel holds a Master’s Certification in Employment Law from George Washington University and a Bachelor’s degree in Public Speaking from the University of South Florida. She has been a member of SHRM and HR Tampa since 2001.

Certipay has been her home base for the last 5 years where she has provided high level HR consulting to C-Suite, Executive and Senior level managers across the country. She has also developed a training and live webinar program for employees, clients, and leaders in order to increase knowledge on HR topics and COVID-19.



In this HR Coffee Break we tackle politics in the workplace! Learn more about common misconceptions and best practices.


Misconception 1: Employees have a constitutional right to talk “politics” at work

  • 1st Amendment does not guarantee “Free Speech” at work.
  • 1st Amendment applies to government action.
  • It does not limit employers right to limit communication
  • It does not provide constitutional right for employees to express opinions
  • “Political views” are not a protected class


Misconception 2: Employees have a constitutional right to display and distribute political materials at work

  • Employers have the right to adopt and enforce rules prohibiting non-work-related activity
  • Employers may ban employees from displaying/distributing materials that are purely political in nature.
  • Employers may ban computer and email use for purely political communications
  • Employers may ban the display of buttons, shirts, hats , etc. with purely political messages or logos.
  • Employees may be lawfully disciplined and or terminated for violating the employers published policies


5 Steps to Best Practices:

  • Prepare and Implement a strong “No Political Activity or Solicitation” Policy
  • Comply with NLRB and State rules
  • Be prepared to address disruptive behavior. Be prompt. Be consistent.
  • Discourage Supervisors, Directors, Managers from ALL Political discussions.
  • Remind employees of relevant policies


Understanding


Exceptions


Policies to review

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