Recent changes to labor laws have had a major effect on politics in Columbia, Maryland. Employers are now forbidden from using threats of harm or loss to influence their employees' election activities, including any statement in compensation materials that could sway their political opinions or actions, or displaying any notice within 90 days prior to the election that threatens to reduce compensation or make layoffs based on the results of the elections. Additionally, employers may not include in compensation materials any threat or statement intended to influence employees' opinions or political actions. States such as Maryland, Missouri, and Colorado that have legalized marijuana and decriminalized other substances are not obligated to permit or allow the use, consumption, or possession of substances in the workplace.
Tennessee is now the tenth state in the country to incorporate right-to-work protections into its constitution. It is essential for employers to create and implement a plan of action to address the difficulties posed by this election cycle. Employers cannot use threats of dismissal or reduction of compensation or promise increases in compensation to influence voting rights, discriminate against employees who refuse to participate in employer communications on political issues, display or otherwise circulate communications containing threats to reduce compensation, or make layoffs based on election results. Employers also cannot enact rules or regulations that prohibit employees from participating in politics or holding public office, unless there is a material conflict of interest with the employer's business interests.
Within 90 days prior to the elections, employers may not include in compensation materials any statement that influences employees' political opinions or actions, including the threat of reducing compensation or making layoffs depending on the results of the elections, or show any notice containing such threats. Employers cannot force employees to support or not support a referendum or recall, broadcast any communication stating that employees are expected to vote for a particular candidate, or attempt to bribe or induce employees to vote in a certain way in a state election. Employers cannot threaten to fire employees because of their membership in a political party or their connections to it, create or enforce a rule or policy to prevent an employee from participating in politics, or dismiss an employee for legal activities outside of service such as voting in an election or advocating for a particular candidate or political point of view (subject to a private cause of action). The amendment does prohibit a right-to-work law in Illinois, making it the only state that adds a right-to-work ban to a state constitution.
The use of threats of harm or loss (financial or otherwise) to force individuals to exercise or abstain from exercising their right to vote or participate in political activities is prohibited. Employers may not interfere with a voter's efforts to support or oppose a recall, referendum, or other initiative; discriminate with respect to terms of employment against employees or officials because of their support or opposition to a particular candidate, political party, or political activity; or use wage contributions or wage increases to fund political activities or candidates.