Politics was once conducted by gentlemen, having
a scholarly debate of relevant facts before the
voters. My have things changed. This is why you
may want to avoid the multiple landmines that
can damage your career and image in public.
The times have changed so be careful out there.
Much could, should and most likely will be discussed for decades about the 2016
election cycle and not limited to candidate selection or how their supporters engaged
in questionable or unethical acts but to follow a path rarely taken during this election:
the proven facts and laws.
The source for the information below is from Holland & Knight's
Material provided by Holland & Knight, LLP the following information is offered at:
Concept 1: Employees Have a Constitutional Right to Talk "Politics" at Work
Concept 2: Employees Must Always be Allowed to Display and Distribute Political
Materials and "Campaign" in the Workplace
The article indicates this is also wrong.
Employers generally have the right to adopt and enforce non-
discriminatory rules prohibiting non-work-related activities in their
workplaces, including "purely political" activities. For example, employers
may ban employees from displaying or distributing materials that are
purely political in nature; soliciting co-workers or customers to support
purely political causes; using the employer's computer and email systems
to engage in purely political communications; or wearing buttons, shirts
or other items of clothing with purely political messages. Such activities
are not protected by the NLRA. In addition, employees who engage in
such activities in violation of the employer's published policies may be
lawfully disciplined or discharged.
Information is also provided for Employers under "What Should an Employer Do?"
A Sample of State Laws Addressing Workplace "Political Activity" is provided for: