With Election Day rapidly approaching next week, employers should be prepared for a host of issues associated with election year politics in the workplace. We recently wrote about some of the key issues facing employers in election years on the Work Knowledge Blog. As a reminder about those issues, here are links to the related posts:
(2) Free Speech in the Workplace
(3) Drafting and Implementing Employment Policies
If you are an employer and have any questions about these issues or about how to comply with other employment laws during an election year, contact an experienced employment law attorney.
Disclaimer
This blog is made available by Foley & Lardner LLP (“Foley” or “the Firm”) for informational purposes only. It is not meant to convey the Firm’s legal position on behalf of any client, nor is it intended to convey specific legal advice. Any opinions expressed in this article do not necessarily reflect the views of Foley & Lardner LLP, its partners, or its clients. Accordingly, do not act upon this information without seeking counsel from a licensed attorney. This blog is not intended to create, and receipt of it does not constitute, an attorney-client relationship. Communicating with Foley through this website by email, blog post, or otherwise, does not create an attorney-client relationship for any legal matter. Therefore, any communication or material you transmit to Foley through this blog, whether by email, blog post or any other manner, will not be treated as confidential or proprietary. The information on this blog is published “AS IS” and is not guaranteed to be complete, accurate, and or up-to-date. Foley makes no representations or warranties of any kind, express or implied, as to the operation or content of the site. Foley expressly disclaims all other guarantees, warranties, conditions and representations of any kind, either express or implied, whether arising under any statute, law, commercial use or otherwise, including implied warranties of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Foley or any of its partners, officers, employees, agents or affiliates be liable, directly or indirectly, under any theory of law (contract, tort, negligence or otherwise), to you or anyone else, for any claims, losses or damages, direct, indirect special, incidental, punitive or consequential, resulting from or occasioned by the creation, use of or reliance on this site (including information and other content) or any third party websites or the information, resources or material accessed through any such websites. In some jurisdictions, the contents of this blog may be considered Attorney Advertising. If applicable, please note that prior results do not guarantee a similar outcome. Photographs are for dramatization purposes only and may include models. Likenesses do not necessarily imply current client, partnership or employee status.
Related Insights
10 March 2025
Labor & Employment Law Perspectives
New Hampshire’s New “Guns at Work” Law: What Employers Need to Know
New Hampshire has recently made headlines with its new statute allowing employees to bring firearms to work in certain circumstances, which became effective on January 1, 2025.
10 March 2025
Labor & Employment Law Perspectives
Are Workforce Reductions Coming to the Private Sector? And, if so, How Should Companies Handle Them?
Massive federal workforce reductions (once a rare event) have been featured prominently in the news lately, along with reports of criticism about the way they are occurring. Will private companies follow suit?
07 March 2025
Health Care Law Today
Colorado: Proposed Expanded Medical Care Transaction Oversight – What Providers and Investors Need to Know
On March 5, 2025, two Senators and one Representative introduced SB 25-198, designed to enhance transparency in transactions involving health care entities.