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If your dinner parties have been anything like mine lately, the US election has been served as the main course most nights.

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Some nights are much spicier than others.

Together with my relatives, I grappled with the importance of character in a leader, debated geopolitical and reproductive issues, questioned electoral reform, addressed media disinformation, and scrutinized each candidate’s resumes. And we are Canadians with no vote to cast.

But many Canadians can relate to my story. We all follow the US election closely, some with more zeal and interest than our own electoral process.

What happens in America is often a harbinger of things to come here at home. Since COVID, like our American counterparts, Canadians have shared an open skepticism of government programs that is palpable.

It’s no longer about who wins or loses on a particular platform. Voters question the transparency of the voting process.

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The issues coalescing around this election are charged, polarizing and controversial. They are matters to be debated behind closed doors, according to the traditional stock. But for others, it’s time to add their voice to the public discourse, online and amplified.

A natural conclusion that follows is that political beliefs and activism is about to re-enter the workplace in a big way. Regardless of the outcome of this US election, there will be many Canadian employees who will vehemently oppose the outcome and turn to online channels to share their views publicly in order to gain traction and popularity online. This is not a probability, this is an unequivocal certainty.

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Employers will then face a call to action from other employees to condemn the political views conveyed by their influential peers online. At worst, employers risk facing public reprimands for actions taken or not taken, or at best, a form of internal dissent and the creation of rift will grow, which becomes progressively harder to resolve.

When employees become openly unpleasant, employers have no choice but to mediate, investigate and make tough decisions. It’s a no-win situation.

But employers have a small window of opportunity to set expectations before the ball drops Tuesday night.

Remind employees that there is no place for the workplace to be politicized. Tell employees that their online political activism can’t follow them to work.

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Encourage the people who hold power in your organizations to have discussions and avoid stoking the political flames in the workplace.

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I am reminded of the fate of several truck drivers who took part in the 2022 truck convoy. Some were fired when their employers found out they were taking part in the protest. Taking a political stand can leave deep wounds.

Employees need to keep some perspective over the next few weeks. Some will have to decide if their political beliefs outweigh their livelihoods. It is a widespread misconception that workers have a right to free speech in the workplace. We are bound by the contracts we enter into at work, including codes of conduct that require a certain level of decorum both on and off the job.

While supervisors, owner-operators, and managers may agree with you, if your political beliefs lead to major discord in the workplace, it may jeopardize your future with your current employer.

Regardless of what happens on Tuesday, employers will have their hands full and politically inclined employees will have decisions to make. Employers must remain highly aware and ready to act.

Do you have a problem at work? Maybe I can help you! Email me at [email protected] and your question may be featured in a future column.

The content of this article is general information only and is not legal advice.

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