Hate Clinton or Trump? Here's How to Talk Politics at Work Without Losing Your Job

Candidates for president Donald Trump and Hillary Clinton have fought fiercely, and sometimes harshly, over who has the superior skills and policies to lead the United States. And across the country, countless Americans have continued the fight.

Caring about politics is fine — commendable, even. But as much as possible, leave the screaming matches out of the workplace.

That's the advice of most experts in human resources, who specialize in resolving and mitigating workplace disputes. People who spout off about their personal views or are quick to harshly criticize the perspective of others may find themselves in a meeting with a supervisor, or worse, out of a job. This is good to keep in mind generally, but it seems particularly relevant now.

"This election cycle is a little bit more, I guess you could say 'contentious,' than some of the others have been, as you can expect," said Rob Toole, a partner at the Kona HR Consulting Group.

Here are some tips for having civil conversations at work during a high-stakes campaign without risking your job:

1. Consider avoiding political debate when you're on the job.

Is it even a good idea to debate politics at work at all?

"My advice is generally ‘Don’t,’" said Lori Rassas, human resources consultant and author of "The Perpetual Paycheck: 5 Secrets to Getting a Job, Keeping a Job, and Earning Income for Life in the Loyalty-Free Workplace."

"Why go there if you don’t have to?" she asked. She argued that there are plenty of contentious topics we typically leave out of the workplace — religion, abortion rights — why should politics be different?

2. If politics do come up, know your audience.

Certain sectors of the economy and certain office environments may heavily skew toward one side of the political spectrum, and especially in these cases, politics may come up naturally as a part of the everyday conversation.

"In a financial firm, it might might be more conservative; but in a not-for-profit, you'd expect everybody to be more to the left — which isn't always true," Toole pointed out.

Don't assume your co-workers share your philosophical dispositions, because even an off-hand comment can incite a charged response from a fiery partisan.

"If you have friends, and you have a good relationship, that’s one thing," Rassas said. But talking glibly around casual acquaintances about Trump's utter lack of qualifications for the presidency, or Clinton's extensive record of scandals, could lead down a path no one wants.

3. Focus on policies, not people.

Rassas suggests that if you do end up talking about politics, try to discuss substantive policies, rather than the personalities involved. Voters can become deeply invested in their choice of candidate, so insulting individual politicians can feel like personal ridicule.

When these debates get out of hand, "it’s never about the issues, it’s about a personal attack," she said.

"You could say, OK, here’s an issue that affects us. If you focus on the facts, there’s less opportunity for that to escalate," she continued.

4. Beware of particularly contentious subject areas.

Even if you're talking about the issues, the conversation could get out of control. Which subjects are most incendiary?

"Gun control, birth control, religion, those types of things, which have obviously been in the news quite a bit recently," Toole said. "Kneeling for the national anthem."

Some issues, particularly those touching on race and gender, generate intense feelings on all sides. But everyone should know that race and gender are protected classes in the workplace, and employers are not permitted to allow discriminatory environments to flourish. So if some employees feel that political discussions are leading to a hostile work environment, the managers may be forced to intervene.

5. Political affiliation is not a federally protected class.

You're not all that likely to get fired for your political affiliation, but if you were, there's no federal law protecting you. Some states do have laws protecting workplace discrimination based on political orientation, but many do not, Rassas explained.

While most employers and managers won't be inclined to fire a good worker over a party registration, it may end up being a problem if a supervisor has to intervene in a politics-driven dispute. Supervisors may favor those who share their political leanings, even if they don't make that fact explicit.

However, supervisors and even owners aren't given free rein under the law. If they express their personal views in a domineering, cajoling or intimidating way, they may open themselves up to charges under employment law.

"Repeated, overt comments, and things like that, by a manager or a person that might disrupt the workforce, might be deemed a hostile work environment," Toole said.

And though their rights aren't protected under law, some customers might feel uncomfortable in politically charged workplaces — and that's just bad for business.

6. Talk constructively about political issues relevant to your work.

"Most appropriately, people discuss what the outcome of our politics might be in terms of their business," Toole noted. For instance, some non-profits might have their funding threatened under more conservative political leadership.

Financial regulation, on the other hand, may help or hinder particular institutions, and there's no way to avoid talking about the relevant political implications.

As Rassas sees it, it's best if these types of discussions stay evidence-based. "You point to a survey, you point to an article, you point to a statistic" to make your argument, she said.

7. As always, be respectful.

Let's face it: Regardless of expert advice, people will talk politics at work. If not in the office proper, the subject will come up at the lunch table or over drinks.

And while people can feel very strongly about their political views, everyone needs to work, so it's best if it doesn't get out of hand.

"Encourage people to voice their opinions, but make sure that everyone has the right to have an opinion," said Toole. "If they don't agree with you, that's OK. It's not a reason for contentious arguments, or for that to spill over and have problems getting people's jobs done, which can happen."

Photo credit: William Garrett via Flickr