Tag Archives: politics

How to Prevent Presidential Debates From Becoming Disruptive Workplace Debates

I am pleased to share my latest article posted to Entrepreneur.com.

We just saw the first Presidential debate. No matter what your view, I think we all can agree it was contentious. The feelings of the campaign in general, and the debates in particular, will undeniably leak into workplaces. What do you do? Or better yet, what don’t you do?

To help guide you, here are eight questions and answers to help handle political workplace discussions.

1. Don’t employees have a First Amendment right to say what they want politically?
No. The First Amendment applies only to restrictions imposed by the government. Private sector employees have no First Amendment rights in the workplace. If you are an entrepreneur, you can prohibit employees from talking politics without worrying about the First Amendment.

There is one exception — keep in mind some state constitutions, such as California, apply (or may apply) to private sector employees. So a ban in California, for example, is asking for trouble.

2. Do employees have any rights to express their political views in the workplace, independent of any constitutional right?
Yes, employees covered by the National Labor Relations Act (NLRA) probably would have the right to share their views, including wearing buttons, if the political statement relates to the terms and conditions of employment.

Let me give you two examples — Vote for Clinton so there is more generous paid parental leave or vote for Trump so that religious rights in the workplace are respected. Keep in mind that supervisors and managers, as defined by the NLRA, are not protected by the NLRA.

3. Can employers discriminate based on message? That is, favor one political view over another?
This may come as a surprise to many but, unlike race, sex or religion, one’s political affiliation is not a protected group under federal law and almost all state laws. There are exceptions, such as in the District of Columbia and under a few other local ordinances.

But just because something may be lawful does not make it right. It would be foolish, even if not illegal, to discriminate based on political view point. Do you really want to alienate a large percentage of your employees and customers?

4. What if what is said in the workplace is discriminatory?
What if someone makes a statement hostile to Mexicans or disparages Evangelical Christians? Employers have more than a right to respond to discriminatory messages in the workplace. They have a legal obligation to do so. Employers can brook bias of no kind — that includes during this election season.

5. Aren’t we better off just banning all political speech, to the extent we can, to avoid disruptions?
No. It’s simply not practical. And, it will get even less so as we approach the election. It also is not desirable. Ban political talk and political opponents will agree on one thing — you, as the employer, have gone too far.

6. Aren’t there reasonable restrictions that you can and/or should impose to minimize disruption and/or risk antagonizing customers?
Yes, you probably could have a rule that anyone who interacts with the public not wear a political button or otherwise convey a political message of any kind. I say “probably” and not “absolutely” because the National Labor Relations Board (NLRB) that interprets the NLRA continues to limit what employer can do. But entrepreneurs need to balance the potential legal risk against the business risk of doing nothing.

7. But what if there are disruptions in the workplace?
Some disruptions are inevitable. You absolutely can respond to the disruptions. You are not paying employees to be as dysfunctional as Congress. But focus on the disruption as opposed to the content of the disruption — unless what is said is discriminatory. There should be both the reality and the appearance of being even handed.

8. Can you as a leader express your own views?
Yes, there is no question that you can share your views. The question is, how and when? Remember, your power is based on your influence, and your influence may be tarnished if you do not temper your political views.

Better to support a candidate than bash the other side. And, at all costs, avoid the “I don’t know how anyone could vote for [fill in the blank].” You are effectively calling those who disagree with you idiots. Not exactly the key to engagement.

Political HR Tale in Wacky World of Election 2016

I am pleased to share my latest post to The SHRM Blog regarding the upcoming election and the workplace.

In less than two months, the Presidential election will take place. You are thinking about that when you see your receptionist wearing a button for her political candidate.

You ask her to remove it because you have customers of diverse political views. She says “NO,” promising to file a case with the Supreme Court because you are violating her First Amendment rights. Note to SCOTUS: we hope you enjoy her as much as we do.

Well, First Amendment restrictions do not apply to private employers. The First Amendment restricts only government action. So you nicely tell your employee either the button goes or she goes. She walks off the job. Note to file: discuss reserve for litigation.

You continue down the hallway and you see two employees wearing buttons for opposing candidates:

-A Clinton supporter’s button talks about need for paid parental leave.

-A Trump supporter’s button talks about religious liberty and Obamacare.

Thinking of the First Amendment, you tell both employees: off with the buttons. And the NLRB responds: off with your heads.

If political buttons relate to terms and conditions of employment, they may be protected under the NLRB. I won’t say anything negative about the NLRB, even though the NLRB seems fond of disparagement as they attack non-disparagement clauses!

You go to your office and you hear two employees fighting over the election. Neither can believe their colleague would consider voting for the other candidate. Time to play referee.

Just focus on the disruptions without regard to the content. The NLRB probably would allow employers to focus on the disruption, if substantial, even if the issues discussed were work-related. I say probably because, as you well know, this NLRB has defined employee rights very broadly and management rights narrowly…

You go back to your office and you close the door. The phone rings: a manager asks if he allows an employee to solicit for one candidate during his working time, does he have to grant equal access to another employee soliciting for the other candidate during her working time?

You reach into your pocket and take a pill. Yes, it was lawfully prescribed after the last holiday party.

Neither federal nor most state or local laws consider political affiliation a protected group. But forget the law: you don’t want to alienate a sizable portion of your workers, customers or business partners.

But allowing solicitation uniformly is not the answer to this question. Your uniform exception to your no-solicitation rule during the employee’s working time now allows employees to solicit uniformly for unions during their working time. Oh what a web the law weaves.

After you talk with the manager, she asks you, as a friend: whom do you favor? You think of changing the topic to something less controversial—your sex life—but the thought is just that.

Temperatures are hot and they will get only hotter. When the election is over, you need to work together. People often feel attacks on candidates as attacks on them.

So, respond only if you have a strong relationship with the person that is beyond merely professional and you are confident you both can survive knowing you may vote differently. Don’t be too confident.

You breathe deeply and begin to relax until you hear an employee making comments about Muslims or Mexicans. This is not a political, but a factual statement. Do you need to pick a side?

Yes, the law. Brook no bias by either side. You must respond proactively to disparaging comments about Muslims, Mexicans, Evangelical Christians, white men or any “protected group.” To ignore is to condone if you are in a position of power.

You call a friend and share what so many of us feel–you cannot wait for the election to be over. Your friend assures that you have the holidays to look forward to—a time for peace and tranquility.

Your friend clearly either is not an HR professional or just plain crazy if she thinks the holidays are the most wonderful time of year at work. Every holiday decoration designed to increase inclusion is deemed a micro-aggression by someone. Stay tuned for more on holiday headaches in December!).

But until then we must survive. And, we will—with a little help from Gloria Gaynor.

Politics and Work: 7 Guardrails for Leaders

I am pleased to share my latest blog for Entrepreneur: http://www.entrepreneur.com/article/270670?utm_source=Social&utm_medium=Sharebar&utm_campaign=Sumome_share

For years, we have witnessed a stark partisan divide. Some families have rules — no politics at dinner.

For employers, it is neither practical nor desirable to prohibit all conversations in the workplace. Indeed, to do so is legally dangerous.

Political conversations that relate to terms and conditions of employment may be protected. One can easily see how many political issues have workplace implications, like the gender pay gap, LGBT rights, religious liberty, Obamacare, paid leave, unions, immigration, etc. I think you get the point.

Still, the political divide can create workplace divides that are unhealthy. So here are some guardrails for leaders to minimize the risk that the inevitable will turn into the incendiary:

1. Remember your role as a leader.

If you are a leader, you don’t forfeit your rights to have political views. But be thoughtful about how you express them. You don’t want to suggest those who disagree with you are idiots. Yes, politics is a diversity issue, and we cannot exclude from the talent pool those with divergent political views.

2. Know your audience.

Some people take differing political views very personally. Unfortunately, in my view, many in both political parties demonize the opposition — so they serve as bad role models for the rest of us.

Make sure, before you talk politics, that there is a good working relationship. I enjoy good political discourse and that includes respectful disagreement — but only with those with whom I have a strong underlying relationship.

3. Focus on the positive.

Yes, you read it right. Safer to talk about whom you support than to talk about whom you loathe.Stated otherwise, it is one thing to say support A. It is another to bash B.

4. Think public versus private.

With a close colleague, a one-on-one dialogue (not diatribe) may be fine. I would stay away from the hard-core political in group meetings or leadership communications.

5. Listen.

I don’t mean to sound condescending (that means talk down), but listen to those with different views. You may learn a lot about them in a way that helps you work better with them.

At the risk of delving into political waters, someone who is a strong libertarian may not like “big employer” any more than they like “big brother.” That does not mean you should abdicate your management rights. But it may inform how you exercise your influence with the employee.

6. Careful of discriminatory language.

The candidates differ in terms of their age, ethnicity, gender, race and religion (in alpha order), among other factors. Comments that focus on what are “protected factors” under the employment laws are deeply problematic.

“Too old.” “Too religious.” You got the point. Don’t go there.

7. Respond proactively if you become aware of potential problems.

I confess that I enjoy watching debates. And, I can appreciate knockout punches regardless of whether I like the person throwing one.

In a workplace, there is no room for knockout punches. If you see temperatures are rising, intervene. Consider: “While we may have very different political views, we have at least one thing in common — we want X. [X is your mission, a specific project, etc.] So let’s focus on that.”

If comments reasonably could be seen as biased, you all but must respond. When you are a leader, there is no such thing as a passive bystander when bias is concerned. So, if inherent in the criticisms of a candidate is the person’s age, ethnicity, etc., make clear it’s not okay. It’s not.

Enough. Everyone back to work.