Following a tumultuous weekend in Charlottesville, VA, where a white nationalist march turned deadly, it appears as though at least one attendee will return home from the rally to find himself unemployed.
As you’ll find out down below, “Minnesota nice” only goes so far dontchaknow.
_in_Hamburg_2.jpg "By Achim Schleuning (Own work) [CC BY-SA 4.0 (http://creativecommons.org/licenses/by-sa/4.0)], via Wikimedia Commons")
A few weeks ago, a reader emailed me and asked if I would weigh in on how businesses should address employees talking about politics at work.
On the one hand, in the private sector, there are no First Amendment Rights. Free speech is a big myth. ( I suppose that the National Labor Relations Act could muddy the waters a bit; but, for this post, let’s pretend it doesn’t). And there’s practically nothing that would prevent a private employer from clamping down on employee discussions about politics at work.
On the other hand, an employer could violate bar rules and condone political speech. However, that could lead to problems for the employer, as in bad press or a lawsuit.
Remember Hank the Septopus from Disney’s Finding Dory? I found his missing tentacle. And, my son ate it!
Sorry about missing yesterday. I was recovering from a nose bleed and some hurt feelings.
I have freebie for you today to make up for it. Then again, every day is a freebie. Continue reading
I feel naked. And, I have the vapors.
Quick! Someone fetch me my diamond-studded bathrobe and, oh yes, my pearls for clutching.
Kinda like this blog. I’d settle for a sandwich to call it even. Maybe some ketchup packets.
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Although, it could’ve been worse. Seeing as the going rate for poop discrimination is $2.25 million.
If national origin motivates an employment decision, that’s disparate treatment. Title VII forbids disparate treatment.
So, what if…
Or, put another way: could nepotism violate Title VII?
An even worse idea, my friends, is admitting that you still drink Zima filed a defamation lawsuit in response to an employee’s complaint to the EEOC.
The Employer Handbook Blog