CHAUDHRY: Political controversy on the way to your workplace

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If your dinners lately are anything like mine, most nights the US election is served as the main course.

Some nights are much spicier than others.

Along with my family and friends, I wrestled with the importance of a leader’s character, debated geopolitical and reproductive issues, questioned electoral reform, fought media disinformation, and scrutinized each candidate’s resume. And we are Canadians who don’t have the right to vote.

But many Canadians understand my story. We all follow the US elections closely, some with more zeal and interest than our own electoral process.

What happens in America is often a harbinger of what will happen here at home. In the wake of COVID, like our American counterparts, Canadians share an open skepticism of government programs that is palpable.

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It’s no longer about who wins or loses on a particular platform. Voters generally question the transparency of the voting process.

The issues surrounding this election are acute, polarizing and controversial. Traditionally, these are matters that should be discussed behind closed doors. But for others, now is the time to add their voice to the public discourse, online and amplified.

The natural conclusion is that political opinion and activism are about to re-enter the workplace. Regardless of the outcome of the US election, many Canadian employees will strongly oppose the outcome and will use online channels to publicly share their views in order to gain attention and popularity online. This is not a probability, this is an unequivocal certainty.

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Employers will then be faced with a call to action from other employees to condemn the political views expressed by their fellow online influencers. In the worst case, employers risk facing public censure for actions taken or not taken, and in the best case, there will be some form of internal dissension and disagreement that becomes progressively more difficult to overcome.

When employees become outright dissatisfied, employers have no choice but to mediate, investigate the situation, and make difficult decisions. It’s a win-win situation.

But employers have a small opportunity to set expectations before the ball drops on Tuesday night.

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Remind employees that there is no place for politicization in your workplace. Tell employees that their online political activity cannot follow them to work.

Encourage people in positions of power in your organizations to walk the talk and avoid fanning political flames in the workplace.

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I remember the fate of several truck drivers who took part in the 2022 truck convoy. Some were fired when their employers found out they were taking part in the protest. Taking political positions can leave deep wounds.

Employees need to maintain some perspective over the next few weeks. Some will have to decide whether their political beliefs outweigh their livelihood. It is a common misconception that employees have a right to free speech in the workplace. We are bound by the contracts we enter into at work, including codes of conduct that require a certain level of decency both in and outside the workplace.

While executives, owner-operators and managers may support your views, if your political beliefs lead to serious disagreements at work, it could jeopardize your future with your current employer.

Regardless of what happens on Tuesday, employers will have their hands full and politically minded employees will have decisions to make. Employers need to be very aware and ready to act.

Having problems at your workplace? Perhaps I can help! Email me at [email protected] and your question may be included in a future column.

The contents of this article provide general information only and do not constitute legal advice.

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