We want you to join Seyfarth in ensuring your company is well-prepared and well-protected in advance of November!
Election season is upon us, and political discourse is ramping up. In a very contentious election, emotions are running high, and employers are bound to be facing a number of hurdles and sensitive situations dealing with politics in the workplace. Indeed, one employee’s “political opinion” may well be another employee’s basis for an accusation of harassment or discrimination. Employers need to be prepared to deal with these situations while protecting the rights of all individuals involved.
Also, employers play a unique role in supporting employees’ voting and political rights, from allowing time off, to fundraising, to allowing (or not) political groups and discussions in the workplace. Employers also face a variety of posting requirements notifying employees of their political rights at work.
So, what can and can’t employers do when it comes to regulating political speech, employee political activity, and interactions in the workplace? And what are employers’ obligations when it comes to employees asking for time off to vote or engage in political activities?
Join us on September 13, 2016, for an in depth talk on how to navigate these issues and more at your locations throughout the United States.