Not surprisingly, there is great potential that political discussions will lead to disagreements that could invite inflammatory comments or negative treatment. (Photo: Shutterstock)
"Some people's idea of free speech is that they are free to say what they like, but if anyone says anything back, that is an outrage." —Sir Winston Churchill
Today, unlike any other time in history, American citizens are voicing their political views loudly and in a variety of different forms from traditional speech to social media posts. The political temperature in the United States is high, and with the rise in local, state, and national protests related to COVID-19, Black Lives Matter, women's rights, and other issues, along with the fact that we are weeks away from the most contested and emotionally charged presidential election this country has ever seen, preparing for the likelihood that political discussions will spill into the workplace is recommended.
Complete your profile to continue reading and get FREE access to BenefitsPRO, part of your ALM digital membership.
Your access to unlimited BenefitsPRO content isn’t changing.
Once you are an ALM digital member, you’ll receive:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
Stephanie K. Rawitt
Stephanie K. Rawitt provides services and advice to employers on employment and labor matters. She represents a variety of clients including hospitals, public entities, non-profit organizations, private businesses, colleges, universities, and corporations. Stephanie is a trusted advisor to both public and private companies. She works with Human Resources Departments to create, manage and maintain up-to-date employment policies and procedures to ensure that their companies are in compliance with Federal, State and Local laws. Stephanie advises employers on issues concerning statutory compliance with employment laws (such as the ADA, Title VII, the ADEA, FLSA, FMLA, Form I-9 Compliance and state wage laws). As part of her advisory service, she offers training programs on a full range of employment matters as well as assistance to personnel management on issues related to hiring, performance, assessment, monitoring, investigations, discipline, discharge, workforce reduction programs, affirmative action plans, and risk assessments. In addition to her advisory services, Stephanie has counseled employers through workplace investigations. She also has significant experience in handling a full range of employment-related liability matters, including wrongful termination, grievance claims, discrimination, sexual harassment, wage and hour claims, federal civil rights claims, federal and state statutory claims (Title VII, FMLA, ADA, ADEA, FLSA, PHRA), and related tort claims (defamation, breach of contract, negligent infliction of emotional distress, intentional infliction of emotional distress, etc.). Stephanie has litigated cases before state and federal courts and various administrative agencies including the EEOC and PHRC. Stephanie is Martindale-Hubbell Law Firm Directory “AV-Preeminent®” rated and has also been recognized as a 2011 Top Women Lawyer in the Northeast by Arrive Magazine.
