Vanessa Matsis-McCready | Source | Associate General Counsel and Vice President of HR Services at Engage PEO
Vanessa Matsis-McCready
Vanessa assists Engage clients in the Northeast and across the country with a wide range of labor and employment issues. Before joining the Engage team, Vanessa was an employee relations manager at the Suffolk County Water Authority where she managed 500+ employees; she also previously handled HR compliance issues for Time Inc. and was an associate at the law firm, Kaye Scholer LLP where she represented financial institutions in all aspects of commercial real estate financing.
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Employers play a role in managing political speech in the workplace, whether workers are remote or in-person. It’s up to HR leaders to remind employees of company policies. In this case, leaders can clarify that their existing policy extends to campaign merchandise for a particular party or candidate. If employers agree displaying signs, even political ones, won’t disrupt the workplace and allow it.
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It’s imperative that employers stay on top of the latest guidance as it’s changing constantly, including industry-specific rules that may apply.
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What employees should know about expressing their political beliefs outside the workplace
Here's how federal and state laws, as well as company policy, can protect your political engagement outside of the workplace.
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Post-pandemic, back-to-work compliance: New regs, policies | HR Morning
Bringing employees back to work after the coronavirus lockdown by ensuring employee safety and compliance with new regsClick to continue »
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Everything you need to know about vaccine mandates, from an employment lawyer
Small businesses should evaluate what works best for their needs and employees, regardless of policies from big companies.
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Engage PEO
Associate General Counsel and Vice President of HR Services