question:
Our problems started in September. The four men in the warehouse began wearing camouflage hats that read “Make American Great Again.” Two weeks later, they placed a handmade sign inside the warehouse door that read, “This is Trump Country.” It doesn’t bother anyone, or so we thought.
But apparently that’s what happened. Ten days later, two women at the accounting firm came to work wearing “Make America Laugh Again” hats, and the front desk coordinator lined up his desk with “I’m Speaker” and “Madam Vice President” coffee mugs. Ta. This pissed off one of the warehouse workers and made a stupid comment about her and the candidate as she passed by in the parking lot.
She filed a complaint.
The simple answer is to ban political hats, shirts, signs, and other gear. Many employers do this, and our employees enjoy discussing why they like candidates. Most of these arguments are civil, but they can sometimes become heated. Could you please consider what is a legitimate and balanced way to deal with this?
answer:
There may be an answer. Employees like to talk about politics, and most can handle it. Why punish everyone just because one person made an offensive comment about another person supporting another candidate? Instead, discipline this person. If we investigate and find out the full story, we decide that he deserves to be punished.
Some employers are concerned that even benign comments about candidates or news events can lead to emotionally charged discussions in the workplace that can alienate colleagues and customers and negatively impact morale. has chosen to ban all political discussion. These employers are well within their rights if political debate interferes with productivity or work performance. However, these prohibitions can damage morale because employees do not shut off their emotions and brains when entering the workplace.
Many employers allow employees to have political discussions in a concise, respectful and civil manner. Administrators can deal with political arguments that cross the line into hostile attacks and polarized arguments the same way they deal with other forms of inappropriate behavior.
The National Labor Relations Act gives private sector employees the right to disseminate information to support political candidates and viewpoints directly related to work-related topics such as minimum wage, equal pay, and paid leave. I am. The Trump button, which supports not taxing overtime pay, and the Harris button, which supports paid leave, may be protected. The NLRA does not protect employees who cross the line with careless comments that are discriminatory, harassing, or incite violence regarding gender, race, or religion.
Although private sector employees do not have a First Amendment right to express their political views through office decor or attire, many employers do not allow employees to wear hats, hats, etc. unless they engage in illegal activity. It allows people to wear buttons, T-shirts and mugs with political slogans on them. Customer or public facing position. The receptionist’s mug causes problems when customers walk past her desk. If not, she is entitled to the same freedoms you would give any other employee.
Following the same approach your employer takes regarding religion may help you create the balance you seek. Employees who believe passionately in their faith may express it, for example by wearing a statement or a cross, but they are not allowed to “impose” their faith on others. If you follow this same line of thinking, warehouse employees can wear MAGA hats, but the “Trump Country” sign must be removed so other employees can access the space.
Finally, you may want to privately survey all your employees and give them an opportunity to consider whether they want their company to allow short, lively political discussions. If you have a large number of employees who feel these discussions are getting in the way of their work, you should listen to them as well.
