Elections Issues: Sponsoring Campaign Events
Author: Marta Moakley, XpertHR Legal Editor
Employers wishing to hold campaign events at the workplace need to balance the overall benefit of a preferred candidate winning an election with any potential disruption in the workplace and resulting decrease in output. In addition, employers should ensure that safety plans and security measures are followed when holding a campaign event at a worksite, such as a plant or factory.
Mandating attendance during working hours may raise questions regarding wage and hour issues. Employers should comply with applicable wage and hour laws when requiring attendance at a campaign event during working and non-working hours. Importantly, supervisors should be trained on compensation rules to avoid costly regulatory fines.
Furthermore, in a unionized workplace, specific rules govern a union's use of nonunion member dues and initiation fees in campaigning.
XpertHR provides the following resources that address employers' and unions' political activities.
Employment Law Manual
- HR Strategy, Management and the Law > Employer-Sponsored Charitable and Social Events
- Employee Management > Employee Discipline > Attendance Policies
- Risk Management - Health, Safety, Security > Workplace Security
- Employee Compensation > Hours Worked
- Training and Development
- Employee Management > Employee Handbooks - Work Rules - Employee Conduct > Work Rules Concerning Political and Charitable Activity and Employee Expression of Views
- Employee Management > Employee Handbooks - Work Rules - Employee Conduct > State Requirements
Supervisor Briefings
Policies and Documents
- Safety Training Policy
- Media Relations and Press Interviews Policy
- Employee Solicitation Policy
- Anti-Bribery Policy
- Visitor Policy
- Use of Employer Premises Policy