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Steve Bernstein, managing partner of the Tampa office of national law firm Fisher Phillips has handled some high-profile cases in a legal career spent mostly working on employee matters, both in state and federal courts.
And he has a word of caution for employers in any field: Don't let political conversations get out of hand in the workplace, particularly between now and Nov. 8. While every presidential election cycle has a “most important election of our lifetime” vibe, the current campaign, says Bernstein, is obviously ripe with potential issues that can cause workplace discomfort. “I've yet to hear anyone say that this is a normal election cycle,” Bernstein tells Coffee Talk.
Bernstein suggests bosses, managers and executives start at the top, with themselves. While it's OK to talk generally about Donald Trump or Hillary Clinton, try to avoid deep statements one way or another about the candidates or policies with people you supervise, Bernstein says. In other words, take a no thank you portion. Adds Bernstein: “Not every opinion needs to be shared.”
After that, be sure to monitor conversations among staff on the floor or workspace. If political conversations turn from civil to crazy, then step in. “If you don't nip it early,” says Bernstein, “You are sending a message that you will tolerate this.”
Bernstein says federal labor laws provide wide latitude in allowing employers to set written polices on how and when employees are allowed to talk politics. “Work is a place to work and employers can clamp down on non-work activities,” he says. “The key is to focus on productivity, not the content of the speech. And then you have to be consistent with these issues.”
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