Compliance Stuff

Escalating culture war conflicts and heightened tensions can spill into the workplace when employee conduct relates to national and global  political controversies . Whether in the office, through the virtual workplace, or via  social media , employee  political  and ideological speech  may require employers to  navigate various legal considerations  and take action . The tensions are continuing to escalate with government agencies’  inviting complaints  and political figures’ urging citizens to report employees to their employers.  Although these conflicts have become more commonplace in recent years, they are layered, nuanced, and continually evolving. Before taking action, employers can help minimize the influence of politicized and polarized opinions by focusing on the following key considerations, which provide a foundation for addressing conflict, responding to complaints, and navigating the potential for litigation.  Key Cons...

 It’s election season in the U.S., in an era of increased polarization and divisiveness. What should employers do when their employees engage in political discussions at work or take part in political activism in their personal lives? Experts advised employers not to shut down discussions, but said they should set expectations for what is appropriate. “I would advise against prohibiting political discussions at work,” said Joseph L. Beachboard, the chief employment attorney at Beachboard Consulting Group in Los Angeles. “Instead, employers should manage political expression with parameters, communicating to their employees what the behavioral expectations are and what is appropriate and inappropriate.” Beachboard and Dennis Davis, the national director of client training at Ogletree Deakins, presented on the issue at the SHRM Annual Conference & Expo (SHRM24) in Chicago. “Workers are taking part in public protests, boycotts, walkouts, and expressing opposition to or support of ...