Don’t wait for a free speech complaint or issue to arise. Be prepared:
- Practice due process. Don’t let your personal feelings or concerns about what will (or won’t) be uncovered stop you from investigating every issue or complaint. Avoid making a rush to judgment in either direction.
- Establish red lines. Make sure your employees understand that free speech isn’t without consequences. You can mandate that employees not do or say something that undermines the company or its virtues, cultures, and values.
- Know the law and let it be the guide. Stay on top of new rules coming from all sources (national and local) including the National Labor Relations Board, the Occupational Safety and Health Administration, and the U.S. Equal Employment Opportunity Commission.
- Prioritize training. Make sure managers know what to do if there is a free speech complaint. Teach them to acknowledge any complaint, thank the employee for bringing it to their attention, and stress that it will be investigated and taken seriously.
- Make free speech rights and limitations part of onboarding so employees know what day one what is expected of them and what will happen if they are found to violate free speech rules.
