Politics in the Office—
Do’s, Don’ts, and Employer Rights in Election Years

When employees engage in political activity in the workplace, conflict will often follow. And that conflict can disrupt productivity, embarrass the employer, and even lead to lawsuits.

What restrictions can employers place on political activity by employees inside or even outside the workplace, and when do employers overstep their rights?

With the 2012 election season upon us, Human Resource managers need to be prepared to address these issues. And since relevant laws vary among the different states, the challenge is that much harder.

Sign up today for insider information about some of the most common mistakes you should watch for as an employer in a political year—and to see which ones could cost you the most in time and lawsuit risk.

Learning Objectives:

• Do private-sector employees have First Amendment rights to engage in political activity in the workplace?
• To what extent can employers limit employees’ political activity in the workplace, including use of employer-owned resources (such as email systems or bulletin boards)?
• Can adverse action be taken toward employees whose political views are inconsistent with those of management?
• Do employees have the right to engage in political activity in the workplace if it involves issues relating to the terms and conditions of their employment?
• To what extent can employers limit employees’ political activities conducted at home or outside the workplace?
• Can employees be required to attend politically-oriented presentations in the workplace?
• Can rank-and-file employees be solicited by management for political contributions?
• Do employers have to provide leave for employees to vote?

Presented by:

Daniel I. Prywes

Mr. Prywes heads the Labor and Employment Client Service Group in the Washington, D.C. office of Bryan Cave, LLP (a national law firm with over 1,000 attorneys). He has extensive experience litigating employment disputes. He has published and lectured on issues relating to political activity in the workplace and has been widely quoted on this subject by leading media outlets. He earned his undergraduate and law degrees at the University of Pennsylvania.

Manu Krishnan

Mr. Krishnan is an associate attorney in Bryan Cave LLP’s office in Washington, D.C., where he concentrates on litigation. He is a graduate of Northwestern University and earned his law degree at Boston College Law School.

Continuing Education:

This program has been approved for 1.0 recertification credit hour through the HR Certification Institute. For more information about certification or recertification, please visit the
HR Certification Institute website. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.

Who would benefit from this program:

• HR Managers
• HR Directors
• HR Professionals

Why a WTC Audio Conference is Right for You:

• Fast, convenient learning without any out-of-office time lost.
• No travel-related expenses or complications.
• The perfect way to train as many employees as you like.
• 100% Guarantee: If you are dissatisfied, you are entitled to a complete refund.

Product Options:

Audio Conference Formats Explained

• Audio Conference CD Only: $229.00 (includes S&H)

Length: 1 hour

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