Roanoke Times
Copyright (c) 1995, Landmark Communications, Inc.
DATE: MONDAY, July 24, 1995 TAG: 9507240136
SECTION: EDITORIAL PAGE: A-4 EDITION: METRO
SOURCE:
DATELINE: LENGTH: Medium
Perhaps, in this litigious age, the attempt to anticipate every contingency is as much to be expected as the civil libertarians' raising of warning flags about the policy.
Under it, town workers on the job "must refrain from communications and conduct that expresses support or opposition on political and social issues not directly involved with the town business at hand, or which communicates the political, religious or social affiliations of the employee."
Off the job, they must make it clear that views expressed are their own, and not those of management. Public criticism of town operations or of other employees could be deemed "improper or insubordination." If a member of the public tries to discuss any of the verboten subjects with an on-duty town worker, the latter is to steer the conversation back to business; then to say town policy forbids discussing the topic; then, if Steps 1 and 2 don't work, call a supervisor.
Oh, yes, the policy also covers at-work buttons, pins, wall pictures and the like that express views of political, religious or social issues. Indeed, it turns out, a worker's complaint about the inappropriateness of the lapel pins of a couple of fellow employees is what prompted the formulation of the policy.
Granted, employers have a right to expect on-the-job employees to perform their duties, not chew the fat in political et al. discussions. Employers have a legal obligation to protect employees from sexual harassment and "a hostile work environment." And public employees often must adhere to restrictions on partisan political activity.
In their attempt to cover all bases, though, these guidelines not only are open to ridicule; they risk infringement of freedom of speech. If interpreted literally, for example, they could bar an employee from exchanging pleasantries with a member of the same church or social organization. Or griping about a malfunctioning photocopy machine. Or posting a Sierra Club calendar behind his or her desk. And are we really going to regulate what a town employee says off the job?
Obviously, interpretation of the guidelines will take a little common sense. But common sense is preferable, in the first place, to the proliferation of speech codes.
by CNB