Here’s what states, including Washington, are proposing to protect workers’ rights and freedoms
The following is from the Economic Policy Institute:
WASHINGTON, D.C. (Nov. 2, 2023) — Political and religious coercion in the workplace is a growing problem affecting workers from all backgrounds and across the political spectrum. U.S. employers have tremendous power over worker conduct under current federal laws. For example, employers can require workers to attend “captive audience” meetings—and force employees to listen to political, religious, or anti-union employer views—on work time.
In the face of this growing threat, legislators in 18 states have advanced bills to protect workers from offensive or unwanted political and religious speech unrelated to job tasks or performance. These bills are designed to prohibit employers from threatening, disciplining, firing, or retaliating against workers who refuse to attend mandatory workplace meetings focused on communicating opinions on political or religious matters.
Importantly, these state laws do not limit employers’ rights to express their beliefs freely or even to continue inviting employees to attend workplace political or religious meetings. These laws simply empower workers to opt out of unwelcome political speech by protecting them from financial harm or retaliation if they choose not to attend such meetings.
A growing number of states are taking action to protect workers’ freedom of thought and association
So far, six states have enacted laws designed to protect employees’ dignity and freedom of thought and association. Table 1 (below) summarizes these laws, additional bills currently under consideration, as well as bills that have been previously proposed.
Because most workers (in the absence of a collective bargaining agreement) are considered “at-will” employees who can be terminated at any time, employers often try to exercise vast authority over employees’ lives, including their political activities or freedom of association.
This power is routinely abused to coerce workers into attending political rallies, religious discussions, or anti-union meetings under the threat of disciplinary action. State legislators, however, are working to fill the void left by continued congressional inaction. State legislation that creates a minimum labor standard to protect workers from abusive forms of employer coercion can help workers more fully exercise their basic rights.
Current labor and employment laws allow bosses to bombard workers with politics and religion
Employers are increasingly using the workplace to advance their political interests, and the lack of legal protections for workers has created a situation ripe for coercion. Traditionally, employers have relied on donations, lobbying, and political action committees to advance their political interests. However, nearly universal “at-will” employment laws and recent legal rulings are emboldening employers to politically mobilize their own employees.
Pervasive “at-will” employment laws give employers the right to terminate workers without cause or for virtually any reason—including their political beliefs. And the 2010 landmark Supreme Court decision in Citizens United v. Federal Election Commission extended First Amendment protections to corporate political spending and gave employers the green light to hold political captive audience meetings. In tandem, these laws have had dire implications for workers and the democratic process.
A 2015 study revealed how widespread political communication is in U.S. workplaces. One in four U.S. workers has been contacted by their employer regarding a political matter. Of these workers, 20% (representing 5% of all U.S. workers) received messages from their boss that included one or more threats of job loss, business closure, or changes to wages and hours. Under current federal labor and employment laws, it is perfectly legal for an employer to threaten, discipline, or terminate an employee for objecting to their boss’s political views.
State-level solutions to coercion exist
State lawmakers have the power to fight back against employer coercion and address gaps in weak, outdated federal laws. States can legislate to protect workers from unwanted speech, as affirmed by the Supreme Court’s 1988 ruling Frisby v. Schultz. Many of the proposed state-level laws also have the advantage of offering quicker enforcement mechanisms than federal proceedings and include provisions for “injunctive relief” (emergency court intervention to immediately stop damaging employer behavior), restitution for lost wages, reinstatement with retained benefits and seniority, and coverage of attorney fees. As the national spotlight intensifies on growing economic inequality and decades-long erosion of workers’ rights, it is clear that state-led initiatives could play a pivotal role in shaping the future of worker rights in the U.S.
Legislators in all states should continue to build on existing momentum to protect the freedom to avoid offensive or unwanted political and religious speech at work. Lawmakers can enact enforcement mechanisms to protect workers against financial harm and retaliation if they opt out of such speech. This legislation will help safeguard democracy by protecting citizens from undue influence over their political views, donations, or votes; guaranteeing workers’ freedoms; and ensuring all workers can fully exercise their rights in the workplace.
This is an abridged version of this Economic Policy Institute report. Read the full report here.