Employee and Workplace Political Activities Policy

With the recent U.S. Supreme Court decision overturning Roe v. Wade, the landmark 1973 ruling that legalized abortion, controversial politics is again taking national center stage, potentially in the workplace.

Implementing a political activities policy can promote and help maintain a calm, professional work environment, especially when tempers flare.

Drafting Tips:

• Allow employee participation in lawful political activities;
• Underscore that worker political preference or advocacy is not an employment condition regardless of affiliation;
• Employees should only suggest the employer’s political affiliation or endorsement of a particular activity or position after receiving management’s prior written permission;
• Address whether employees may engage in political activities on company time or using company resources;
• Remind employees to abide by other rules and guidelines, such as anti-harassment, anti-retaliation, anti-bullying, and social media policies; and
• Always permit workplace discussions about employment terms and conditions.

Take-Aways:
Implement, regularly review and update as needed a comprehensive, clearly written handbook.

We trust this series will enlighten employers on the importance of having a well-written handbook to assist new hires, existing employees, and management alike. To purchase our template handbook and accompanying forms or for more information, please contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com.

See also:

• Live and Let Live – Preventing Political Backlash In the Workplace (October 23, 2020)
• Can’t We All Just Get Along?; Political Speech and the Workplace (October 16, 2018)
• Unlawful Retaliation Defined; Federal Government Publishes Final Enforcement Guidance on Retaliation Claims (September 21, 2016)

Cindy Bamforth
June 29, 2022