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If your dinners are anything like mine these days, the US election has been served as the main course most nights.

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Some nights are much spicier than others.

Along with friends and loved ones, I grappled with the importance of character in a leader, debated geopolitical and reproductive issues, questioned electoral reform, combatted media misinformation, and reviewed each candidate’s resumes . And we are non-voting Canadians.

But many Canadians can relate to my story. We all follow the US elections closely, some with more zeal and interest than in our own electoral process.

What happens in America is often a harbinger of things that will happen here at home. Since COVID, like their American counterparts, Canadians have shared an open skepticism of government programs that is palpable.

It’s no longer about who wins or loses on a particular platform. Voters all question the transparency of the voting process.

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The issues surrounding this election are tense, polarizing and controversial. These are questions that must be discussed behind closed doors, according to tradition. But for others, this is the time to add their voice to the public discourse, online and amplified.

A natural conclusion that follows is that political beliefs and activism are poised to re-enter the workplace in a big way. Regardless of the outcome of this US election, many Canadian employees will vehemently oppose the outcome and use online channels to publicly share their views in an effort to gain traction and popularity online. This is not a probability, it is an unequivocal certainty.

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Next, employers will face a call to action from other employees to condemn the political views expressed by their peer online influencers. At worst, employers are likely to face public rebukes for actions taken or not taken, or at best, some form of internal dissension and division will develop, becoming progressively more difficult to bridge.

When employees become openly unpleasant, employers have no choice but to mediate, investigate, and make tough decisions. It’s a no-win situation.

But employers have a small window of opportunity to set their expectations before the ball drops Tuesday night.

Remind employees that there is no place for your workplace to be politicized. Tell employees that their online political activism cannot follow them to work.

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Encourage those in power in your organizations to walk the talk and avoid fanning political flames in the workplace.

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I remember the fate of several truckers who participated in the 2022 truckers’ convoy. Some were fired when their employers learned they were participating in the protest. Taking political positions can leave deep wounds.

Employees must keep perspective over the coming weeks. Some will have to decide whether their political beliefs trump their livelihood. It is a widely held misconception that workers have a right to free speech in the workplace. We are bound by a duty to respect the contracts we enter into at work, including codes of conduct that require a certain level of decorum, both inside and outside the workplace.

Although supervisors, owner-operators and managers may side with you, if your political beliefs lead to major discord at work, it could jeopardize your future with your current employer.

Whatever happens on Tuesday, employers will have their hands full and politically inclined employees will have decisions to make. Employers must remain acutely aware and ready to act.

Do you have a problem at work? Maybe I can help! Email me at [email protected] and your question may appear in a future column.

The content of this article is general information only and does not constitute legal advice.

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