Date: 05/26/2021
Time: 1 pm eastern
Run Time: 90 minutes including Q & A session
Leader: Bob Gregg, Attorney at Law, Boardman and Clark Law Firm
Credits: Awarded 1.5 credit hours by HRCI and 1.5 PDCs by SHRM
Price: Webinar $295; Webinar + Download $349 (Share the download with your colleagues)
Audience: HR, benefits, finance, supervisors and managers, CEOs, in-house counsel, etc.


2020 was an extraordinary year, and it looks as if there won’t be any let up this year. Cries for social justice and racial equality, charges of police brutality, shootings, protests, riots, the cancel culture, etc. keep growing. Violence and protests are becoming the new “norm.”  It seems as if everyone, including your employees, are choosing sides. Your employees bring their social and political views to work with them, and fear, stress, unrest, resentment, and conflicting views have stacked up to create high levels of tension, discord, and even anger and altercations in the workplace.

In addition, many employers have issued public statements in support of Black Lives Matter, racial justice and committing their company to diversity, racial fairness, equity, etc. These employers make special efforts to promote these causes by establishing committees, providing training, sponsoring public events, etc.   Employees who agree show their support by advocating for these issues at work, joining committees, wearing buttons, shirts, and other related paraphernalia, and more. Yet, there are employees who disagree, often vehemently. They may not understand and have mischaracterized the social issues. Or they may just disagree.  They may wear buttons, or logos with the opposite position.

How does an employer balance the conflicting employee opinions, tensions, and divisiveness in the workplace? Some of these challenges are unprecedented, while others put a new spin on existing employment laws. The laws include the EEO discrimination laws protecting “political beliefs.” National Labor Relations Act; privacy rights and in some case the U.S. Constitution.

Please join Bob Gregg, attorney at law, as he discusses the steps employers should take to control the divisiveness in order to maintain an effective, civil workplace.  You’ll also learn the legal hotspots which need to be considered, and the policies and the underlying legal and regulatory framework which govern free speech, both in the workplace and after hours.


During this important webinar Mr. Gregg will discuss:

  • Current major discord issues.
  • Getting ahead of it! – Foundation policies for maintaining or establishing civility in these tumultuous times.
  • Other foundation policies to have in place and important modifications to existing policies.
  • When employees object and refuse to comply – the array of federal and state laws providing employer control or employee rights. Learn how to effectively balance these and stay in control.
  • Social-political expression and tensions – allowing or prohibiting logos, display of messaging.
  • What if the employer espouses a social-political position and the employee disagrees?
  • Training supervisors and managers on what to do when a potentially dangerous situation between employees develops.
  • Controlling non-business electronic communications among employees.
  • Controlling after hours communications between employees.
  • Beyond compliance and tolerance, to civility and respectful workplace.


Bob Gregg co-chairs the Labor & Employment Group at Boardman & Clark Law Firm.  Mr. Gregg has been involved in employment relations for more than 30 years.  He litigates employment cases, representing employers in all areas of employment law.  His main emphasis is helping employers achieve enhanced productivity.  He has designed the policies of numerous employers, creating positive work environments, and resolving employment problems before they generate lawsuits.  Mr. Gregg has conducted more than 3,000 seminars throughout the United States and authored numerous articles on practical employment issues, including promoting civility in the workplace and a respectful workplace.