Employer Best Practices – Charlie Kirk Shooting and Political Expression at Work

The tragic shooting involving Charlie Kirk underscores the urgency for employers to revisit workplace policies and practices surrounding employee safety, communication, and conduct. While this event was national in scope, its impact reverberates locally, raising questions among employees, creating potential workplace tensions, and prompting employers to balance legal compliance with their duty to provide a safe, respectful, and non-discriminatory work environment.

Below are recommended best practices for employers to adopt or reaffirm in light of these events:

1. Reinforce Workplace Violence Prevention

• Zero-Tolerance Policy: Ensure your workplace violence policy is clear, prominently communicated, and consistently enforced. Prohibit threats, intimidation, and physical altercations of any kind.
• Reporting Mechanisms: Provide confidential, accessible channels for employees to report concerns or threats without fear of retaliation.
• Training: Train managers and supervisors to recognize warning signs of potential violence and escalate concerns promptly.

2. Review Harassment and Civility Standards

• Anti-Harassment Policies: Reiterate that harassment, bullying, and intimidation—whether based on political beliefs, protected characteristics, or other grounds—will not be tolerated.
• Civility in the Workplace: Remind employees of the importance of respectful communication, particularly during heightened political or social tensions.

3. Address Political Expression at Work

• Neutrality and Productivity: While employees may hold strong personal or political views, employers may regulate expression in the workplace to maintain productivity, civility, and safety, provided policies are applied consistently and without discrimination.
• Social Media Policies: Revisit your social media and electronic communication policies to ensure employees understand expectations for public postings that may impact the workplace.

4. Promote Safety and Emergency Preparedness

• Emergency Action Plans: Confirm that your emergency response procedures are current and that employees know how to respond to violent incidents, including evacuation or shelter-in-place protocols.
• Coordination with Security/Local Law Enforcement: Where appropriate, coordinate with security personnel or law enforcement to assess risks and reinforce preventive measures.

5. Maintain Employee Assistance and Support

• EAP and Mental Health Resources: Remind employees of available support resources, such as employee assistance programs, counseling, or crisis hotlines.
• Supervisor Training: Educate supervisors on how to respond empathetically to employee concerns while directing individuals to proper resources.

Legal Considerations

Employers must ensure that all policies and actions comply with applicable federal and state laws, including the Occupational Safety and Health Act (general duty to provide a safe workplace), the National Labor Relations Act (protection of certain concerted activity), and anti-discrimination laws. Policies should be content-neutral and consistently applied. 

Conclusion

Events such as the Charlie Kirk shooting serve as a sobering reminder that workplace safety and employee relations require ongoing vigilance. By reinforcing policies, training, and communication, employers can reduce risks, foster civility, and fulfill their legal obligations to maintain a safe and respectful work environment.

Scott M. Zurakowski, Esq.
330-497-0700
szurakowski@kwgd.com