Free Speech for Employees

What is free speech for employees?  Should it be defined and discussed?  Does it matter if the speech is made at work or outside of work? And when should you take action against an employee?

There have been various controversies lately about free speech and repercussions on businesses and employees, but knowing when to act can be tricky.  Most want to support our rights to speak up, but we do need to consider times when it can affect our businesses and other staff.

First, what do your policies state?  Do you have any policies that address this?  If not, now’s the time to put something in place.  Have you had any issues before and how did you address those?  Being consistent is key, otherwise, sending mixed messages can be confusing and potentially discriminatory.

As far as the actions are concerned, are the communications inflammatory?  Do they support or propose violence?  Are they discriminatory? Do they call out your organization and/or your employees?    Is it clear the individual is speaking for themself, or could it appear they’re speaking for the company? These are all valid questions that could lead to concerns suggesting action.

Make sure your expectations are known to your staff before you run into an issue.  Set up policies and provide training and/or information for clarification.  Check local, state and federal laws that may be in place and address these issues to ensure you’re not violating them.  If appropriate, take action, but be consistent in the action you take.

Freedom of speech is a precious right, but we must protect our companies and our employees from threats, glorification, or proposals of violence and discrimination.

#positivity #freespeech #management #hrsolutions #hrconsultant

When does freedom of speech become an action item for employers?