Ensuring Safety, Respect, and Inclusivity
Here at the University of Minnesota we recognize the value of free expression and want to support staff who desire to express their opinions as private citizens, including through demonstrations.
This space is meant to serve as a guide to employees interested in exercising their right as a private citizen to protest while still complying with University policies, state and federal law, and local regulations.
To ensure that our campus remains a safe and welcoming space for everyone, please review and follow these dos and don’ts when participating in these types of events:
Dos:
- Respect Diverse Opinions: Embrace and encourage a range of viewpoints. Engaging in civil discourse contributes to a richer and more productive dialogue.
- Participate During Personal Time: Employees may organize or participate in demonstrations as private citizens during their non-working hours. This means that employees can join during the lunch break and when they are not scheduled to work. Employees interested in participating in demonstrations during scheduled work time must receive prior approval from their supervisor to use vacation time or their Personal Holiday. Employees cannot use sick or earned sick and safe time (ESST).
- Prioritize Safety: Ensure that all public events comply with University policies and the law. Pay attention to your surroundings to protect yourself and others.
- Respect University Property: Avoid any actions that could cause damage to campus facilities and respect the physical environment during civic engagements.
- Seek Permission When Necessary: Some types of gatherings may require prior approval from the University administration based on size or anticipated security concerns. Be sure to obtain the necessary permissions and permits. Additional guidance for demonstrations and protests is available online.
- Promote Inclusivity: Include diverse voices and perspectives in your demonstrations. Consider how your actions impact the broader university community.
Don’ts:
- Be Disruptive: Refrain from actions that may disrupt classes, work, or other university activities. The University’s Using and Leasing University Outdoor Space: Twin Cities policy explains expectations. Respect everyone’s right to conduct their daily responsibilities without interference.
- Engage in Harassment: Demonstrations should never involve harassment or intimidation of others. All interactions should be respectful and non-threatening.
- Abuse Access: Do not remain in buildings after scheduled closing hours or use facilities or services in a way that violates law or policy.
- Overlook Clean-Up: Respect the environment by ensuring the area is cleaned and returned to its original state after the event.
Guidance for Supervisors
Below are possible scenarios you may experience with your employees and our recommended responses and resources.
An employee supports their preferred political candidate/group by participating in a demonstration after work.
Scenario Details:
An employee supports their preferred political candidate/group by participating in a demonstration after work. An employee with different views finds it offensive and is uncomfortable working with the employee who participated in the demonstration. What should a leader do?
Response:
The University encourages students, faculty, and staff to vote and participate in the democratic process. While all members of the University community are free to express their political opinions and engage in political activities, it is very important that they do so only in their individual capacities and in a respectful manner. We recommend the leader have a discussion with the employee who is raising concerns to work through the issue directly. A supervisor can work with their local HR if the issue escalates.
An employee participated in an on-campus demonstration during their lunch break.
Scenario Details:
During their lunch break, an employee participated in an on-campus demonstration. Is this allowed?
Response:
Likely, yes. If the demonstration follows campus protocols, employees can participate in political activities as private citizens during non-working hours, including breaks and lunch.
An employee is vocal in the workplace regarding their political beliefs.
Scenario Details:
An employee is vocal in the workplace regarding their political beliefs. They make jokes, post memes, and/or display political signage in their workspace. Is this allowable?
Response:
It depends. Posting anything in the workplace must adhere to the Distribution of Temporary Information through Publications, Signs, Banners or Chalking policy. It is very important that a department consistently, regardless of the party supported or viewpoint espoused, applies the policy so as not to apply it to some political messages but not to others. Regarding workplace interactions, it is important to follow the Code of Conduct, ensuring that coworkers show respect to one another. It is unacceptable to use differing political views to justify harassment or an inability to work cooperatively. Employees do not have the right to engage in non-work-related speech if it disrupts or impedes the workplace.
An employee wears a campaign button or political T-shirt to the office.
Scenario Details:
An employee wears a campaign button or political T-shirt to the office. A coworker is offended by the political party displayed. Is wearing such a button or T-shirt allowable?
Response:
Most likely, yes. While all members of the University community are free to express their political opinions and engage in political activities while at work, they must make it clear that those beliefs are their own and do not represent the views of the University. Any clothing or buttons worn during work time cannot present a safety hazard and needs to adhere to the area’s dress code policy. As with any differing opinion in a workplace, an expression must be made respectfully. We recommend a discussion with the concerned employee to work through the issue directly. If the issue escalates, a supervisor can work with their local HR Lead.