Politics in the Workplace? What Should You Do?

Politics in the Workplace? What Should You Do?

POLITICS NOW:  Most of us are sick of politics right now with presidential campaigns, local elections, ballot initiatives and endless Covid-19 debates. The last thing we need is more political discussions in the workplace – whether we are in person or virtual – yet some of your colleagues will persist, no matter your preferences. If you are a leader, you may have specific responsibilities to monitor and respond to this chatter. If it is your co-workers who are driving you batty, you may want to know what you can do to create some peace and quiet.

DO FACTS MATTER?  In recent years, we have been led – thanks, in part, to social media – to harbor suspicions about what is real and what is not in some news reports. If you want a good source to sort out the facts, or to respond to an annoying co-worker, you might want to consider the book True or False: A CIA Analyst’s Guide to Spotting Fake News.

“Private employers can generally make rules about acceptable behavior in the workplace, including speech, and workers need to follow those rules…”

FIRST AMENDMENT RIGHTS?  We frequently receive questions from participants in our classes about First Amendment Rights when discussing politics. They are surprised to learn that in most private workplaces, they have none. Private employers can generally make rules about acceptable behavior in the workplace, including speech, and workers need to follow those rules, assuming they are consistent with the laws. There are a few exceptions to this rule if you are part of a group of workers who are organizing or complaining about working conditions, but generally, the First Amendment only applies to government actions. In addition, speech related to group union or “organizing” activity, or religious expression, may be protected. Even with regard to religion, however, you don’t have a right to harass or try to convert those who believe differently.

What Should You Do?

A LEADER’S RESPONSIBILITY:  If you are a leader, you have a right, and a responsibility, to stop speech that is political if it violates your policies against harassment, discrimination or safety, or if it simply disrupts the ability for people to get their work done. For example, we had a client in a state where there was a very contentious issue concerning abortion on the ballot. People started arguing about the issue, that escalated to shouting in the halls, posters on cubes and so on. After seeking our advice, the client sent out a new memo stating that there would be no more talk about abortion, period. Personally, I think that people in the workplace can be encouraged and educated to talk about politics with respect for others’ views and without making negative remarks about other workers’ ethnic, gender or religious background, but many of my clients disagree.

VIRTUAL “SPEECH” COUNTS TOO:  Because so many people are working virtually, they may assume that the rules about these issues no longer apply. Not true. The same policies about what is acceptable speech in the workplace remain, whether online or in person, assuming you are using your employer’s email, Zoom, Slack and so on. Even social media can create problems if you are holding yourself out as a representative of your employer.

BE CAUTIOUS WITH YOUR OWN SPEECH:  This is especially true if you are a leader. You do not have the right to insist that your employees support a specific political leader or point of view. In addition, if you express your views and then need to take disciplinary or other negative action against an employee with a different viewpoint, you may be accused of unlawful discrimination or retaliation.

For more information about this issue go to our Monday Memos.

What Do You Think?

Is politics an issue in your workplace? Call or write us: 303-216-1020 or email: Lynne@workplacesthatwork.com