AGC San Diego CONSTRUCTOR Magazine 2018 - Volume 3 2018 Volume 3 | Page 12

HR COMMITEE
The Campaign Season is Heating Up…
Remember the Do’s and
Don’ts of Communicating
your Political Views in the
Workplace
By Rae Krushensky, Director of Membership Services/
Meetings & Events
The AGC San Diego has been actively involved in
this political campaign season. Now is the perfect
time to review important guidelines on what
employers can and can’t do when sharing political
views to employees.
To help you determine what is and isn’t allowed,
we’ve referenced the article below from the
California Chamber of Commerce:
Telling Employees How State Legislation,
Regulations and Ballot Measures Affect Them
and Your Company
THE DILEMMA:
You know that pending state legislation, a proposed
regulation or a ballot measure will have a huge
impact on your business, either directly because
it affects your company/industry, or indirectly
because of its impact on the jobs climate and
economy. You’d like to let your employees know
about your concerns — but can you?
The answer is yes — If you keep in mind and
follow some “do's and don’ts” outlined in state law
or regulations. Following is a quick overview,
including actions to avoid.
You CAN:
• Communicate
with
your
employees,
stockholders and their families about the
company’s support of or opposition to state
legislation, regulations or ballot measures.
• Encourage your employees, stockholders
and their families to support or oppose state
legislation, regulations or ballot measures.
12 AGCSD.ORG
• Communicate your political messages to your
own employees (and their families) through
such means as:
o Internal mail systems (separate from
payroll distribution)
o E-mail systems
o Regular mail
o Bulletin boards
o Phone bank messages
o Employee meetings
• Inform employees, stockholders and their
families about the effect of state legislation,
regulations and ballot measures on the
company, its employees and stockholders.
You CANNOT:
• Control or direct the political activities of your
employees “through or by means of threat of
discharge or loss of employment.”
• Coerce your employees to support or oppose
a ballot measure.
• Reward or punish employees for their political
activities or beliefs (or threaten to do so).
• Put any political messages in or on
employees’ payroll envelopes. NO
PAYCHECK STUFFERS.
CONCLUSION:
Informing your employees and stockholders
about the impact of proposed state legislation,
regulations and ballot measures is within your
right as a business owner. Just remember to
inform them the right way!
For more guidelines on political communications
to employees, go to:
www.calchamber.com/guidelines