In the wake of any crisis, stress and tensions run high. As a result, employers may be inclined to communicate prematurely, over- or under-communicate, or otherwise communicate without thinking about the potential legal repercussions that could follow (for example, regulatory scrutiny, shareholder lawsuits, employee lawsuits, etc.). To avoid a misstep that might compound a crisis, […]
For a calming notice to Minneapolis employees, focus on empathy, reaffirming support, providing clear info on resources (like EAP), acknowledging external stressors (local events, weather), outlining immediate steps for safety/support (remote work, quiet spaces), and directing them to official channels for updates, using a tone that’s supportive, calm, and clear, as specific situations dictate different
Disturbing events in Minneapolis Read More »
In the wake of any crisis, stress and tensions run high. As a result, employers may be inclined to communicate prematurely, over- or under-communicate, or otherwise communicate without thinking about the potential legal repercussions that could follow (for example, regulatory scrutiny, shareholder lawsuits, employee lawsuits, etc.). To avoid a misstep that might compound a crisis,
The Employer’s Playbook: Communicating Through a Crisis Without Creating New Legal Risks Read More »
The recent national attention following the fatal shooting of political commentator Charlie Kirk has intensified public debate about political expression, raising questions about what actions employers can take to mitigate reputational harm to their business based on the personal views shared by their employees in both workplace and non-workplace settings. The line that stands between
Political Speech in the Workplace Read More »
The 2024 presidential election is set to have far-reaching implications for both employers and employees in the United States.
President Trump’s Potential Impact on Labor & Employment Law Read More »
Given the current environment, it may be tempting for employers to ban political Speech in the workplace altogether. Even if such a policy would be lawful, it would likely be unworkable and negatively impact employee morale.
Maintaining Civility Post-Election Read More »
Election season is officially over, but the tension surrounding discussions about the candidates and the issues in American society is unlikely to end soon.
Maintaining Civility Post-Election Read More »
Employers may restrict political speech and activities that occur during work hours so long as the restrictions account for the exceptions imposed by federal, state, and local laws.
Political Arguments at Work Part Four: Recommendations Read More »
In today’s employment climate, employees are more likely to engage in political speech via social media platforms than in person. However, an employer disciplining an employee for a social media post may be exposed to liability.
Political Arguments at Work Part Three: Engaging in Political Speech with Social Media Read More »
A look at EEO laws and NLRA protections around employees and political speech in the workplace.
Political Arguments at WorkPart Two: Federal Laws Protecting Employees Read More »
