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If your dinners lately are anything like mine, it means US selections are served as the main course most nights.

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Some nights are much spicier than others.

Along with friends and relatives, I discussed the importance of character in a leader, discussed geopolitics and reproductive issues, questioned electoral reform, addressed misinformation in the media, and reviewed the resumes of each candidate. And we are Canadians with no votes to cast.

But many Canadians can relate to my story. We are all following the US elections closely, some with greater enthusiasm and interest than our own election process.

What happens in America often foreshadows what will happen at home. Since COVID, Canadians, like our American counterparts, have shared a palpable skepticism of government programs.

It’s no longer about who wins and who loses on a particular platform. Voters are collectively questioning the transparency of the voting process.

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The issues coalescing around this election are charged, polarizing and controversial. According to the traditional understanding, these are issues to be discussed behind closed doors. But for others, now is the time to add their voices to the public discourse, online and amplified.

The corollary is that political beliefs and activism are about to re-enter workplaces in a big way. Whatever the outcome of this US election, there will be many Canadian workers who strongly oppose the outcome and publicly share their views on online channels in an attempt to gain attention and online popularity. This is not a possibility, this is an absolute certainty.

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Employers will then face a call to action from other employees to denounce the political views posted by their colleagues who are online influencers. At worst, employers will risk facing public rebuke for actions taken or not taken, or at best, some form of internal discord and fissure will grow that will become increasingly difficult to bridge.

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

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

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

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

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I remember the fate of many truck drivers in the 2022 trucker convoy. Some were terminated when their employers learned that they had participated in the protest. Taking a political stance can leave deep wounds.

Employees need to have some perspective over the next few weeks. Some will have to decide whether their political beliefs trump their livelihood. It is a common misconception that workers have the right to freedom of expression in the workplace. We are obliged to comply with the contracts we enter into at work, including a code of conduct that requires a certain level of etiquette both in and outside the workplace.

Even if supervisors, business owners, and managers side with you on your views, if your political beliefs cause a major conflict in the workplace, it could jeopardize your future at your current employer.

No matter what happens on Tuesday, employers will have their hands full and politically inclined employees will need to make decisions, too. Employers need to be extremely aware and ready to take action.

Trouble at work? Maybe I can help! Email me at [email protected]; Your question may appear in a future column.

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

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