Managing Election Turmoil in the Workplace

Dealing with political tension in the workplace can be a challenge. While some open dialogue can be healthy, too much talk of politics can lead to tension, conflict among colleagues, and increase employee stress and anxiety. Employers should have policies and procedures in place to help employees navigate what could be a tumultuous time. Here are a couple of suggestions from Business Management Daily for actions employers should take.

Review your civility rules. You probably already have rules banning inappropriate workplace behavior. Review them and share them with employees. Make your expectations clear as to what constitutes acceptable and off-limits workplace behavior. Consider sending an all-staff message acknowledging possible tensions as we get closer to election day, Nov. 5. Reinforce the idea that although employees on either end of the political spectrum may disagree, your library’s/organization’s core values of respect and courtesy require employees to treat co-workers in a civil manner.

Revisit violence-prevention plans. As uncomfortable as it may feel to consider the possibility of workplace violence, chaotic times increase that risk. Review your workplace safety and violence-prevention plan. If you don’t have one, start developing one. You can find tips at OSHA’s workplace violence web portal. 

Along with having policies in place, employers should ensure all supervisors are informed of the policies and trained to manage various situations. Managers must also be aware of federal, state, and local laws and regulations related to any actions taken against employees in these situations. This article asserts the idea that “regulating employee conduct in the workplace must be consistent and legally compliant.” The article provides some guidance for human resource professionals who must navigate interactions and concerns that might arise from political discussions in the workplace. 

Employers should keep in mind that some states have laws that grant limited job protection for employees who are punished or fired for engaging in political activity, especially if it takes place outside of the workplace. However, none of those laws prevent employers from punishing workers who harass others based on their political beliefs. Before disciplining or discharging someone for statements or actions, employers should check their state’s rules—and always document why and when they decided to act. The previously-mentioned article offers practical guidance with scenarios and ideas for how to respond to a few common, but difficult situations that could arise with political conflict in the workplace.  

Navigating politics in the workplace understandably causes employers concern, but early communication, clearly defined policies, and uniform implementation can equip your human resources team with the tools to confront difficult workplace conflict. When necessary, employers should always seek advice from their legal counsel.

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