Issue: Employees wrongly believe the First Amendment protects their comments at work.
Risk: You don't need to put up with employees who claim their harassment or bias is just "free speech."
Action: Lower the boom on obnoxious or illegal behavior that employees tie to First Amendment rights.
The next time an employee argues that he has a First Amendment right to say whatever he wants at work, wear a T-shirt with a controversial message or display a sexually suggestive photo inside his locker, tell him that his free-speech rights stopped the minute he walked into the workplace.
In fact, First Amendment free-speech protections do not apply in the private workplace. Your responsibility to maintain a harassment-free workplace comes first.
Recent case: A mechanic who worked on company delivery trucks belonged to the Sons of Confederate Veterans. Following a heated political debate, he pasted several Confederate flag stickers on his toolbox.
When a black employee complained, the company asked the mechanic to remove the stickers, even offering to buy him a new toolbox. He refused and was fired for violating the company's anti-harassment policy. He sued, citing his First Amendment free-speech rights.
The trial court dismissed the case, and a federal appeals court agreed. Employers have a right to minimizeand avoid liability under federal anti-discrimination laws, and that can mean "preserving a harmonious and efficient work environment," the court said. (Dixon v. Coburg Dairy Inc., No. 02-1266, 4th Cir., 2003)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 14 Tips on Business Etiquette
- Is that employment action adverse? 5th Circuit won't say
- Double-check for signs of retaliation whenever workers complain of discrimination
- Don't count on second opinion as an excuse to reject FMLA leave
- Warn bosses: No religious harassment at work