This month’s featured article highlights how a clear Conduct and Civility Policy, crafted and implemented with Akamai HR Solutions, helped a multi-state employer navigate a tense election-season conflict while protecting employee rights and workplace culture. Need a customized, legally compliant employee handbook? Visit our Handbook page to build yours in just a few clicks.
When Political Opinions Collide at Work
As the 2024 election season spilled into 2025, emotions remained high in workplaces across the country. Employees brought passionate views into conversations, Slack channels, and even client-facing settings.
That was the challenge facing one employer this fall when a heated debate broke out between two employees during a team meeting—one wearing a campaign button, the other voicing strong opposition. What began as a casual exchange quickly turned into a disruptive argument that left several colleagues uncomfortable and a manager unsure how to respond.
Could the Company intervene without violating “free speech”? Yes, because it had already established clear, legally vetted policies that defined professionalism and respectful conduct in the workplace.
The Handbook Policy: Clear, Written, and Enforceable
Fortunately, the employer’s handbook—developed with Akamai HR Solutions—contained well-drafted Conduct, Civility, and Non-Discrimination policies, stating in part:
All employees are expected to treat colleagues, clients, and students with courtesy and respect. Political expression, personal beliefs, or opinions may not interfere with work performance, disrupt operations, or create a hostile environment for others. The Company encourages open dialogue but prohibits conduct that could reasonably be viewed as intimidating, harassing, or discriminatory.
It also included a Neutrality and Political Activity clause clarifying that:
Employees are free to engage in lawful political activity outside of work hours and premises. During work time or on company systems, employees are expected to remain focused on business-related activities and maintain a professional, nonpartisan environment.
Together, these policies provided managers with a framework for acting quickly, fairly, and defensibly.
The Violation and Response
HR promptly investigated the incident, interviewing employees and documenting what occurred. The facts showed that both employees had raised their voices and used language that could be perceived as disrespectful or confrontational.
Neither employee was disciplined for having political views—instead, both were coached on how to express those views in the workplace. HR issued formal written warnings citing the Conduct and Civility policies and held a follow-up meeting for all staff, reinforcing respectful communication and company expectations.
The message was clear: the workplace is a place for professionalism, not politics.
Why the Employer’s Response Held Up
Legal counsel supported the Company’s response because it was grounded in consistent, documented policy enforcement—not viewpoint discrimination.
- The policy was neutral. It applied to all political expression, regardless of party or position.
- The conduct was documented. Witness statements and meeting notes substantiated what occurred.
- The action was proportional. Coaching and written warnings balanced accountability with fairness.
- The legal footing was firm. The First Amendment protects speech from government restriction—not private employers. However, some states (like California) restrict employers’ control over off-duty political activity, making state-specific policy language essential.
What Could Have Gone Wrong Without the Policy
Without written guidance, the employer could have faced:
- Inconsistent enforcement that appeared biased or retaliatory.
- Hostile-work-environment claims from employees who felt targeted by political hostility.
- NLRA exposure if discussions about workplace issues were mistaken for protected “concerted activity.”
- Cultural division and morale decline from unchecked political debates or favoritism.
Because the policies were clear and consistently applied, the Company resolved the issue without escalation, litigation, or reputational harm.
Employer Takeaways
- Clarify expectations. Address political expression and civility in your employee handbook before tensions arise.
- Stay neutral. Apply policies consistently regardless of political affiliation.
- Train supervisors. Equip managers to recognize and de-escalate political conversations early.
- Document consistently. Keep written records of incidents and coaching conversations.
- Review policies annually. Election cycles and legal interpretations evolve, so should your handbook.
Disclaimer: The information in this featured article is provided for general educational purposes only and does not constitute legal advice. Akamai HR Solutions, LLC is not a law firm, and no attorney–client relationship is created by your use of this content. Laws may change or apply differently to your business. For legal guidance tailored to your specific circumstances, please consult a qualified attorney.