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I recently had an opportunity to film a live
webcast to address some key issues relevant to the following
questions: What happens when political
discussion and activity infiltrates your company's
workplace? What can employers do to
regulate political discussion and activity in the name of
maintaining employee morale and minimizing loss of
productivity? With only 27 days to go
until a historical election for our country, these issues are of
paramount importance since they are currently impacting
employer-employee relations.
And social media has played a big part here too, as employees
have greater access to information and a larger forum in which to
debate and engage in political
expression. So CLICK
HERE if you would like to watch the webcast for
yourself. The webcast consists of
three 30-minute parts. The first part is where
I discuss the issues of politics in the workplace, including the
impact of social media on these issues (and you can also download a
PDF version of some PowerPoint slides for this portion of the
presentation).
The second part is presented by my colleague Ken Fisher, who
discusses some do's and don'ts when it comes to
corporate participation in lobbying efforts and political action
committees. And finally, the third part is an
interesting back-and-forth discussion between two other firm
colleagues, Mark Alderman and Steve Miller, who discuss the impact
of next month's election on the Supreme Court and
Congress.
Employer Take Away: What
should you as an employer take away from this
development?
The biggest issues in the workplace tend to be those issues that
are discussed in the workplace at the moment.
And in this big election year, politics and all things related are
what your employees are talking about. Not just
about whether we'll have a 45th POTUS, or
whether number 44 remains in power, but about emotional, social
issues that are intertwined with political platforms, such as
religion and same-sex marriage.
I've said it before here, and I'll continue to
say it: Employers are not always prohibited from making
employment-related decisions based on the right to control their
workplace. But, they should be
cautious about making trigger-happy decisions without at least
considering the issues and potential ramifications involved with
those decisions. This year's intensified
political climate is no different.
The content of this article is intended to provide a general guide
to the subject matter. Specialist advice should be sought about your
specific circumstances.
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Issues After The Election
