As election day gets closer and the political races on all levels get hotter, employers must make sure that the dividing line is clearly drawn so the workplace doesnt become a political battleground. Otherwise, the ramifications can be costly to the companys bottom line.
SUNRISE, FL (PRWEB) September 30, 2004 -- As election day gets closer and the political races on all levels get hotter, employers must make sure that the dividing line is clearly drawn so the workplace doesnt become a political battleground. Otherwise, the ramifications can be costly to the companys bottom line.
‘‘Allowing your employees to engage in political activities at work can lead to a host of problems, says Ashley Kaplan, an employment law attorney with Sunrise-based G.Neil Corp.
‘‘Political disagreements can lead to employee dissention and reduced productivity. And, when a manager or executive brings a candidate into the workplace or visibly endorses an issue, employees may feel pressured or in fear of negative job consequences if they do not have similar views.
‘‘Employers should be aware,‘‘ Kaplan noted, ‘‘that numerous federal, state and local laws protect employees from threats, discipline, retaliation and rewards for their political decisions. But these laws were intended to protect employees‘ beliefs, not their actions on the job.
Dont Invite a Problem – Adopt a Written Policy
‘‘Employers should implement rules – preferably in the form of a written policy – setting clear limits on political activities at work, Kaplan said. ‘‘Make sure your policy focuses on employee behavior, conduct that interferes with work, and actions that directly affect the company and other employees.
The specific policy provisions should be tailored to fit the applicable laws in your area, and G.Neil‘s HR and legal experts also encourage employers to:
• Prohibit employees from using company time, materials, property and other resources for political purposes.
• Prohibit employees from distributing political literature, soliciting contributions, collecting signatures, or performing political work on company premises during work hours.
• Prohibit employees from displaying posters, signs, stickers, buttons, hats, clothing and campaign slogans at work.
• Prohibit employees from using the companys name or logo in connection with any political activity.
Be Sure You Enforce the Policy Consistently
As with all other workplace policies, employers must enforce their political activities policy consistently at all times, Kaplan advised:
‘‘When an employer treats employees differently, even if its inadvertent, employees may perceive the treatment as discrimination. You dont want to give the impression that you have a bias against someones cause or candidate, or that different standards apply to different people. Exceptions should not be made for anyone, senior management, even the owner of the business, unless theres a business justification and its documented. The policy must be consistent.
Based in suburban Fort Lauderdale, Fla., privately held G.Neil Corp. offers more than 7,000 tools to manage and motivate people" to more than 1 million U.S. businesses. These include the companys Right to Vote Kit for employers that includes a written policy, a poster on politics in the workplace, and a state law chart on employee voting rights. For further information, call toll-free 1-800-999-9111 or visit www.gneil.com.
For More Information, Contact:
Ashley Kaplan, Esq.
954-514-2311
akaplan@evergladesdirect.com
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