The upcoming elections will highlight partisan politics and controversial issues affecting employees. No doubt, your workplace will be the site of some political discussions—and maybe overtly political activity. You need to understand when you can and cannot discipline employees for political activity.
What if some employees do not show up for a scheduled shift to attend a political rally in favor of a controversial ballot measure? What if you learn that, in their off-duty time, they are campaigning for the act? What if a group of employees walks off the job, protesting your sick leave policies?
NLRA protects worker advocacy
The National Labor Relations Act (NLRA) protects some forms of workplace political advocacy. Although the NLRA generally governs unionized workplaces, some of its protections extend to all employees in both unionized and nonunionized settings.
Specifically, Section 7 of the act protects conc...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Good news: No personal liability for age discrimination claims
- When federal compliance and N.C. law collide: Violating FMLA doesn't end at-will employment
- Isn't there some way we can provide honest references?
- Feds push for more workplace smoking bans