One need only watch the daily news, read the front page of any newspaper, or log onto the Internet, to grasp how current political and social controversies in the headlines can invoke passion and popular fiery debate. Over the past several months alone, there has been a host of sensational socio-political topics lighting up the headlines, from the Occupy Wall Street movement that spread from Zuccotti Park across the nation to the slowly intensifying race to the polls for the GOP primaries.
Already the Republican candidates have fired up the debate on quintessential hot-button issues, including same-sex marriage, the War in Afghanistan, contraception, abortion, and the role of women in the military, just to name a few. This will only intensify with the impending presidential election. And there can be no doubt that socio-political debate will make its way into the workplace. But such colloquy raises issues under the National Labor Relations Act (NLRA), federal and state anti-discrimination laws, and other state statutes, which are important for employers to understand. So what are employers to do when political discourse infiltrates employee discussion around the watercooler?
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