This fall’s presidential election promises to be groundbreaking, and emotions – and tempers – are running high. You’ve undoubtedly noticed at least a few employees wearing political buttons, displaying signs that support their candidate of choice, or engaging in spirited debates.
This is all well and good until somone crosses the line. But where, exactly, is the line? Whether you like it or not, the upcoming election is forcing employers to to tackle the complexities of employees’ First Amendment rights of free speech and freedom of association.
Do you know what to do when political discussions or displays start impeding work or creating an adversarial work environment? Whether employees have the right to take time at work to discuss politics? If employees have the right to display or promote their political ideals at work?
Order this in-depth conference recording with an experienced employment law attorney that addresses all of these issues.
You and your colleagues will learn:
- Which First Amendment rights apply at work, and what this means in a practical sense
- When and how you are allowed to limit political speech and activity in the workplace
- How the discrimination laws apply to the exercise of First Amendment rights
- Whether it’s legal for you to promote your own political ideals to your workforce
- Which paper and electronic materials and distributions are protected, and which are not
- What you should do when political activity threatens to sour your workplace relationships and environment – without overstepping your legal bounds
This audio conference was recorded on Thursday, June 5, 2008
About Your Speaker:
Lacrecia G. Cade, Esq., is an associate in the Atlanta office of Taylor, Busch, Slipakoff, and Duma, LLP. She is part of the litigation practice group with a solid general commercial litigation background. Cade has valuable experience handling large commercial litigation, including construction, products liability, and intellectual property disputes, coupled with equally valuable experience assisting small businesses and individuals. Cade also has a niche in the entertainment arena, assisting musicians, producers, songwriters, record labels, and fine artists in various areas.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
