maxresdefaultAlthough the Republican National Convention is now behind us in Cleveland, we still have several months of campaigning to endure prior to the presidential election. During this time of year, the issue of expressing political beliefs in the workplace is especially poignant.

In the midst of all of this political activity, employers may ask—how much political activity must I allow or tolerate in the workplace? When regulating employees’ political speech and expression in the workplace, there are several laws that private-sector employers need to remember.

U.S. Constitution:  Contrary to popular belief, the First Amendment does not permit free speech everywhere. In fact, it protects only against attempts by the government to limit speech and expression. Although private-sector employers cannot violate the First Amendment by restricting political speech or expression in the workplace, they can run afoul of other laws.

National Labor Relations Act:  Under the NLRA, employees may engage in concerted, protected activity, which includes discussions related to employees’ mutual aid and protection, and terms and conditions of employment. Sometimes, discussions on these topics can spill over into political speech. For example, employers generally must permit employees to wear and display buttons or other insignia that may be political in nature but also include union messages. Also, employers cannot penalize employees for advocating for political issue campaigns (e.g., opposing right to work legislation), as long as the advocacy and any solicitation takes place in non-working areas during non-working time.

Equal Employment Opportunity Laws:  Some workplace political discussions will necessarily touch on sensitive subjects related to certain protected characteristics, such as gender, ethnicity, national origin, race, and religion. If employers permit political speech or expression in the workplace, then they must be careful that these activities do not imply that they condone or sponsor discrimination or harassment.

Given the numerous problems that political speech and expression can cause for employers, the most prudent course of action is to consider establishing reasonable restrictions on employees’ participation in these types of activities within the workplace.

In a future posting, we will address legal issues surrounding political activity in the workplace that is initiated by employers (as compared to employee-initiated activity, which is addressed here).

Tags: Andrew Szilagyi, First Amendment, Frantz Ward, politics
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Photo of Andrew Szilagyi Andrew Szilagyi

Andrew’s practice is divided into three primary components: employment litigation, labor relations, and employment counseling.

With regard to employment litigation, Andrew represents management in all phases of the trial, appellate, and administrative processes. He has successfully defended employers in discrimination, harassment, retaliation, wage…

Andrew’s practice is divided into three primary components: employment litigation, labor relations, and employment counseling.

With regard to employment litigation, Andrew represents management in all phases of the trial, appellate, and administrative processes. He has successfully defended employers in discrimination, harassment, retaliation, wage and hour, and various other employment-related claims before judicial and administrative bodies located across the country. Andrew frequently interacts with administrative agencies such as the U.S. Equal Employment Opportunity Commission, the U.S. Department of Labor, and their state counterparts to defend clients in administrative charges and government investigations.

In terms of labor relations, Andrew represents employers in administrative proceedings before the National Labor Relations Board and assists management with collective bargaining issues, union organizing campaigns, and various other labor relations matters. He also defends unionized employers in labor arbitration proceedings when union grievances are filed against them.

As for employment counseling, Andrew uses his expertise in labor and employment law to provide day-to-day counseling to employers as it relates to the management of their workforces. He regularly works with corporate legal counsel and human resources representatives to provide legal opinions and practical business advice in response to fluid situations that are often in need of a prompt response. Through his counseling, Andrew ensures that employers comply with the labyrinth of ever-changing labor and employment laws that exist at the local, state, and federal levels.

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