Situation: A company has a long-term employee who recently joined a new church. Based upon the guidance this individual is receiving from their new minister, they have begun to evangelize at work, upsetting both co-workers and clients. Both employees and clients have spoken to the CEO with a request that this behavior be stopped. How do you respond to preaching at work in a compassionate, legal and appropriate manner?
Advice from the CEOs:
- You need formal guidelines that are not discriminatory and do not impinge on freedom of speech. Augment the employee handbook – with appropriate legal advice – to specify what is and is not appropriate in communicating strongly held beliefs at work. Use neutral language, addressing political, religious and other strongly-held beliefs. Specify a line that divides appropriate from inappropriate communication. Communicate these guidelines to employees and manage to them.
- Conduct internal discussions and training as necessary to communicate to all employees what is and is not appropriate expression of strongly-held beliefs. Emphasize the need to respect the beliefs of all employees. Clearly spell out the line that divides appropriate from inappropriate expression of beliefs.
- As situations arise, be aware of the impact that they are having on the team. Address individual situations one-on-one, referring back to the employee handbook and training and discussions that occurred in employee group meetings.
- Be particularly careful if you feel it necessary to terminate an employee for repeated violations of company policy in this area. See legal advice to avoid wrongful termination suits.