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.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Political Beliefs and Protected Classes Under Anti-Discrimination Laws
How Protected Classes May Be Implicated in a Political Campaign Year
Associational Issues Under Title VII
Can You Limit Political Speech in the Workplace?
No Federal Law Protecting Political Speech for Private Employers
State Laws May Provide Some Protection or Impose Obligations on Private Employers
Is Political Speech Protected Under the National Labor Relations Act (NLRA)?
Applying the Rules in a Nondiscriminatory Fashion
Practical Considerations for Addressing Political Speech
Working Time vs. Nonworking Time
Jobs Which Deal With the Public
Political Viewpoint as a Diversity Issue
Posters, Buttons, T-Shirts, and Other Forms of Political Expression
Employee Use of Email to Promote Their Candidate or Issues
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on August 29, 2023.
Call 1-866-352-9540 for further credit information.
- AK CLE 1.0
- Alaska attorneys may receive 1.0 hours of continuing legal education for completing this program. Please contact the Alaska Bar Association or go to www.alaskabar.org for details regarding reciprocity with other states.
- AL CLE 1.1
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.1 hours credit.
- AR CLE 1.0
- This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.0
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services for auditing purposes. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Education Services is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
- CT CLE 1.0
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
- GA CLE 1.0
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.0 CLE hours.
- HI CLE 1.0
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
- IL CLE 1.0
- This course was approved for a total of 1.0 hours of MCLE Credit by the Illinois MCLE Board.
- MO CLE 1.3
- This course qualifies for self-study CLE credit in Missouri.
- ND CLE 1.0
- North Dakota CLE policy does not allow for pre-approval of any self-study courses. This course may qualify for up to 1.0 hours of CLE credit.
- NH MCLE 1.1
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 64 Minutes.
- NM CLE 1.0
- This program has been approved by the New Mexico Minimum Continuing Legal Education Board for 1.0 hours of credit.
- NV CLE 1.0
- This program has been approved by the Nevada Board of Continuing Legal Education for 1.0 CLE hours.
- NY CLE 1.0 including Areas of Professional Practice 1
- This course has been approved in accordance with the requirements of the New York Continuing Legal Education Board for up to a maximum of 1.0 credit hours in the area(s) of Areas of Professional Practice for 1.00 hour. Each hour may be counted only as satisfying one category of credit. Duplicate credit for the same hour of instruction is not permitted. This course qualifies for both established and newly admitted attorneys. Lorman Education- Noggin Guru, Inc. has a financial hardship guideline. Please contact customer service at 1.866.352.9539 for instructions on how to apply.
- PA CLE 1.0
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.0
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
- VT CLE 1.0
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hour(s) of CLE credit. Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
- WA CLE 1.0
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of A/V credit under the Law & Legal Procedure category.
- WV MCLE 1.3
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.3 MCLE hours.
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
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
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]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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