Maintain a conflict-friendly workplace and abide by laws that may be implicated during the political season.
Maintain a conflict-friendly workplace and abide by laws that may be implicated during the political season. The 2024 presidential election promises to be one for the history books as President Biden looks to serve four more years and the Republican field, including former President Trump and Florida Governor DeSantis, tries to gain the necessary momentum to make Biden a one-term president. A presidential election is never dull but throw in the pending criminal indictments against former President Trump, Speaker McCarthy's threats to impeach President Biden, the U.S. Supreme Court's recent affirmative action decision, and inflation, and you have one exciting election season. Given the state of our union, employers can expect a lot of political discussions and political actions in the workplace. This information will help you learn how to describe the rights that employees may have to discuss or engage in political activity in the workplace; identify any obligations that employers may have when political discussions implicate employees' protected classes; recognize when political discussions may qualify as protected concerted activity under the NLRA; and explain best practices for lessening the likelihood of employee conflict on polarizing political topics. Learn about other risks and best practices associated with this issue. This information is critical for employers interested in maintaining a conflict-friendly workplace and abiding by laws that may be implicated during the political season.
Agenda
Faculty
Kelly A. Petrocelli
Faegre Drinker Biddle & Reath LLP
- Counsel at Faegre Drinker Biddle & Reath LLP
- Advises businesses in corporate transactions regarding compliance with federal, state, and local employment laws, assessing the scope of risk for non-compliance, and developing an effective strategy for addressing identified risks.
- Works with businesses to prepare personnel policies, assess wage and hour classification and the use of independent contractors, comply with employment laws related to hiring, leaves of absence, employee discipline and termination, and draft and negotiate separation agreements, restrictive covenants, and executive employment agreements.
- Defends businesses in employment-related litigation, including claims brought by employees under federal and state anti-discrimination, wage and hour, and anti-retaliation laws.
- Before law school, Kelly worked for the Democratic Congressional Campaign Committee (DCCC) and the Democratic Caucus of the U.S. House of Representatives.
- J.D. degree, magna cum laude, and Order of the Coif, Maurer School of Law, Indiana University; B.A. degree in American Public Affairs: Social Relations, James Madison College at Michigan State University
- Can be contacted at 312-569-1343 or [email protected]
Kristin M. Halsing
Faegre Drinker Biddle & Reath LLP
- Associate at Faegre Drinker Biddle & Reath LLP
- Represents and counsels employers in all facets of labor and employment law, including drafting employee handbooks and standalone policies, evaluating and advising on internal policies, protocols, and practices, conducting internal investigations, and preparing severance and separation agreements.
- Also strategically advises employers on day-to-day employment issues ranging from separations, leaves of absence, and performance management.
- Also represents employers in state and federal courts, arbitration, and administrative hearings involving all aspects of labor and employment matters, including wage-and-hour class and representative actions, discrimination, harassment, wrongful termination, and retaliation claims
- Regularly presents at CLEs and other speaking engagements regarding all facets of the employment relationship
- Admitted to practice law in California
- Graduate, of UCLA School of Law and Georgetown University
- Can be contacted at [email protected] or 310-203-4036
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