Another election year is upon us, and HR personnel are bracing for impact as tense political topics make their way to the workplace. Political topics are polarizing but outright barring political discussion is not always a realistic option for employers. Legally, employers can prohibit employees from talking about certain topics but cannot infringe on an employee's right to discuss work conditions. If a certain political topic relates to employee work conditions the water begins to get murky. Barring employees from discussing topics also comes with the risk of employees feeling distrustful towards leadership.
Finding the balance between freedom of expression and a healthy, respectful culture can be difficult but is attainable. Instead of outright banning political banter employers can implement safeguards that maintain a safe, reverent and harassment-free environment for employees. Emphasize the importance of adhering to anti-harassment policies and remaining respectful in all discussions to avoid potential conflicts. Remind managers to use tact in addressing and resolving interpersonal conflict between employees. Having the right policies in place, and trained management personnel leading the charge, is essential for employers to mitigate the chance of politically fueled discussions derailing the workplace.
Policies regarding time off, or lack thereof, for voting should be clearly communicated to employees prior to elections. Check state laws to ensure any obligations to provide time off are fulfilled. Kansas employers should provide two hours of paid time off for an employee to vote, unless the employee has two consecutive non-work hours available during polling hours. Missouri employers should provide three hours of paid time off to an employee so they can vote, unless the employee has three consecutive non-work hours available during polling hours. Missouri employers may require proof of voting.
