The current political climate in the United States is at an exceptional level of division. With a presidential election on the horizon, there are many things a manager must consider. A 2022 Society for Human Resource Management (SHRM) study revealed that 1 in 5 U.S. workers (20 percent) have experienced poor treatment in the workplace by coworkers or peers due to their political views. Workplace dialogue can certainly get heated when it comes to politics! What about the employee who is volunteering for a campaign and wants to use the employee email list to distribute volunteer sign-up sheets? In addition, managers must also recognize workers’ rights to have proper time off to vote. All of this can be complex!  

Political Discourse

The subject of political discussion in the workplace has become an increasingly challenging issue for managers to address and control effectively. Managers can navigate political discussions in the workplace by implementing several key strategies:

• Promote a Culture of Respect: Emphasize the workplace should be a secure and inclusive environment for every employee, regardless of their political beliefs.
• Lead by Example and Practice Active Listening: When political topics arise, maintain a stance of neutrality. This approach helps create an environment where all viewpoints are respected, regardless of personal beliefs. Managers should also show genuine interest in diverse perspectives without endorsing or criticizing specific political positions. This fosters an atmosphere of open dialogue and mutual respect.
• Address Inappropriate Behavior: Treat disruptive or inappropriate political discussions as you would any other form of misconduct. Be prepared to intervene through mediation or disciplinary action, if necessary, while ensuring compliance with relevant policies and collective bargaining agreements.
• Recognize Legal Boundaries: Understand the legal framework concerning political expression in professional environments. Workers in both unionized and nonunionized workplaces are entitled to engage in concerted activities, such as discussing increased wages, modifications to work schedules, and job security, as protected by the National Labor Relations Act. Also, NRS 281.370 prohibits discrimination based on an individual's association with or adherence to a particular political party, organization, or ideology. This understanding enables managers to make informed decisions when addressing protected speech and prevents unlawful harassment of protected groups.
• Follow Policy: When an employee requests to utilize workplace technology or distribute materials of a political nature, be sure to check your Personnel Policy Manual. Policies may also prohibit engaging in political activities during work hours, wearing or displaying political apparel, or even participating in political activities while wearing items identifying them as an employee of your organization.  
• Monitor the Impact: Stay attuned to how political discussions are affecting team dynamics, productivity, and employee well-being. Be prepared to adjust your approach if tensions rise or workplace harmony is disrupted.

By implementing these strategies, managers can create an environment that allows for respectful political discourse while maintaining a professional and inclusive workplace culture.

Time Off to Vote

While federal law does not impose a requirement for employers to grant time off for voting, according to NRS 293.463, employers must provide sufficient time off for voting if employees cannot feasibly vote outside of their work hours. Despite the convenience of mail-in and early voting options, these statutory obligations still apply and should be considered by employers to ensure compliance with state regulations.

The time off is very clearly defined in Nevada law and determined as follows:

• One (1) hour if the distance between the place of employment and the employee’s polling place is two (2) miles or less
• Two (2) hours if the distance between the place of employment and the employee’s polling place is more than two (2) miles, but not more than ten (10) miles
• Three (3) hours if the distance between the place of employment and the employee’s polling place is more than ten (10) miles

Employees are entitled to paid time off for voting, and employers are prohibited from deducting pay for employees who exercise this right. In Nevada, proof of voting is not required to receive pay. Furthermore, employers cannot retaliate against employees by disciplining, firing, or penalizing them for taking voting leave. Employers may request employees to give prior notice if they plan to take voting leave. There are no exact legal guidelines on how much notice is required, except that it must be requested before Election Day. Additionally, employers can choose when employees can take voting leave to minimize any impact on regular business operations due to their absence.

With these tools in hand, managers can smooth the rough waters of an election year. Contact your POOL/PACT Human Resources (HR) Business Partner for more information.

In today’s fast-paced, tech-driven work environments, cultivating a sense of community and nurturing positive work relationships among employees has become more essential than ever. The current political climate has intensified employee polarization, leading to increased tensions among staff. A survey by the Society for Human Resource Management (SHRM) in April 2024 revealed that 66% of employees had experienced incivility at work in the past month. When managers observe rising tensions and a decline in workplace civility, HR can offer strategies to help supervisors create a welcoming, safe, and inclusive environment where everyone genuinely feels like part of the team.

Design Collaborative Spaces

Some public-sector workspace configurations may inhibit employees’ ability to interact with one another. The physical workspace plays a crucial role in shaping employee relationships. By designing open-plan offices, communal areas, and breakout rooms, employers can encourage spontaneous conversations and collaboration. An informal gathering space can foster interactions that lead to work friendships and build a sense of community.

Encourage Team-Building Activities

Regular team-building activities help break down barriers between employees. These events should be fun and inclusive, offering opportunities for employees to work together in different settings and connect on a personal level.

Promote Inclusivity

Inclusivity is key to building a strong sense of community. Ensure that all employees feel valued and included, regardless of their background, role, or tenure. Promote open communication and diversity initiatives that celebrate different perspectives and experiences. An inclusive environment fosters mutual respect and strengthens community ties.

Implement Mentorship Programs

Mentorship programs can bridge gaps between different levels and departments, supporting both professional development and personal connections. Pairing new employees with experienced mentors not only aids in career growth but also helps in forming lasting friendships and a supportive network within the organization.

Recognize and Celebrate Achievements

Regularly recognizing and celebrating employee achievements boosts morale and strengthens community spirit. Whether through monthly recognition programs, shout-outs in team meetings, or entity-wide announcements, celebrating success together fosters a positive and supportive work culture.

Foster Open Communication

Encouraging open and transparent communication is vital for building trust and a sense of community. Regular team meetings, feedback sessions, and open-door policies help ensure that employees feel heard and valued. When employees are comfortable expressing their ideas and concerns, it creates a more connected and collaborative workplace.

Support Work-Life Balance

A healthy work-life balance is crucial for overall well-being and job satisfaction. When employees have time to spend with family and friends and to pursue personal interests, they bring more positivity to work. Supporting flexibility and respecting personal time fosters a supportive work environment where employees feel valued as whole individuals.

Creating a sense of community and fostering friendships in the workplace requires intentional effort and a strategic approach. By cultivating an environment that prioritizes collaboration, inclusivity, and open communication, HR professionals can build a workplace where employees feel connected, supported, and motivated. This not only enhances individual well-being but also drives organizational success.