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Politics in the Workplace

 

Maintain a conflict friendly workplace and abide by laws that may be implicated during the political season.

The 2020 presidential election promises to be one for the history books as President Trump looks to serve four more years and presumptive Democratic-nominee, former Vice President Joe Biden, tries to gain the necessary momentum to make Trump a one-term president. A presidential election is never dull but throw in COVID-19 and its impact on our economy and you have one exciting election season. Given the state of our union, employers across the country can expect a lot of political discussions and political actions in the workplace. This information will help you learn how to describe the rights that employees may have to discuss or engage in political activity in the workplace; identify any obligations that employers may have when political discussions implicate employees' protected classes; recognize when political discussions may qualify as protected concerted activity under the NLRA; and explain best practices for lessening the likelihood of employee conflict on polarizing political topics. Learn about other risks and best practices associated with this issue. This information is critical for employers interested in maintaining a conflict friendly workplace and abiding by laws that may be implicated during the political season.

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Politics in the Workplace

Agenda

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Politics in the Workplace

Faculty

Gregory P. Abrams

Gregory P. Abrams

Faegre Drinker Biddle & Reath LLP

  • Partner at the Chicago office of Faegre Drinker Biddle & Reath LLP
  • Counsels clients on matters involving drug and alcohol testing, criminal background checks, covenants not to compete, wage and hour laws, and employee discipline and termination; practice includes working with organizations to create separation agreements and releases, employee handbooks, and other employment policies
  • Defends companies in employment litigation, including representing employers in complex, classwide, and systemic litigation
  • Regularly defends employers in a full range of employment cases, including claims under the Americans with Disabilities Act (ADA),the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), and other state and federal anti-discrimination, wage and hour, and anti-retaliation laws
  • J.D. degree, University of Chicago Law School; B.A. degree in economics and political science, summa cum laude, University of Pennsylvania
  • Can be contacted at 312-356-5047 or [email protected]
Kelly A. Petrocelli

Kelly A. Petrocelli

Faegre Drinker Biddle & Reath LLP

  • Counsel in the Chicago office of Faegre Drinker Biddle & Reath LLP
  • Counsels clients on matters involving personnel policies and procedures, wage and hour classification, hiring, leaves of absence, employee discipline and termination, and reductions in force; counseling includes drafting and negotiating separation agreements and releases, covenants not to compete, and executive employment agreements
  • Defends businesses in employment-related litigation, including claims brought by employees under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), and other state and federal anti-discrimination, wage and hour, and anti-retaliation laws
  • Advises businesses in corporate transactions regarding compliance with employment laws
  • Prior to law school, Kelly worked in Washington, D.C., for the Democratic Congressional Campaign Committee and the Democratic Caucus of the U.S. House of Representatives
  • J.D. degree, magna cum laude and Order of the Coif, Maurer School of Law, Indiana University; B.A. degree in American public affairs: social relations, James Madison College at Michigan State University
  • Can be contacted at 312-569-1343 or [email protected]
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Politics in the Workplace

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