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The Hatch Act of 1939, An Act to Prevent Pernicious Political Activities, is a United States federal law that prohibits civil-service employees in the executive branch of the federal government, [2] except the president and vice president, [3] from engaging in some forms of political activity. It became law on August 2, 1939.
Here's a primer on what kind of discussion your employer has to allow, where it can intervene and how you should manage your politics when it comes to work.
Elrod v. Burns, 427 U.S. 347 (1976), is a United States Supreme Court decision regarding political speech of public employees. [1] The Court ruled in this case that public employees may be active members in a political party, but cannot allow patronage to be a deciding factor in work related decisions.
The political leanings of the UWFA led to passage of two pieces of legislation intended to restrict its political activities. [3] In June 1938, Congress passed a rider to appropriations legislation which prevented the federal government from making payments (such as salaries) to any person or organization which advocated the overthrow of the ...
The employee could not support or oppose a political party, partisan political group, or a candidate for a partisan political party. In 1993, Congress passed legislation that amended the act as it applies to federal employees. Under the amendment most federal employees are now able to take part in political management and political campaigns.
Now, employees are speaking out. More than 250 Facebook employees wrote a letter addressed to CEO Mark Zuckerberg and top Facebook officials calling Facebook's political ad policies "a threat to ...
(Reuters) -The U.S. National Labor Relations board accused Apple of interfering with workers' rights to collectively advocate for better working conditions by restricting their use of social media ...
Employees supporting political or social rights during work hours is not inherently protected concerted activity. Typically the political activity must be a "logical outgrowth" of group concerns related to employment conditions. [18] In this case, the employee's refusal to remove the Black Lives Matter pin was related to prior concerns about ...