Levy Vinick Burrell Hyams LLP

  • Overview
  • Attorneys
  • Our Work
  • Blog
  • Contact

I Support Black Lives Matter – Can I Be Fired for Protesting or Advocating?

Share on Facebook
Facebook
Tweet about this on Twitter
Twitter
Share on LinkedIn
Linkedin
Photo Credit: Sonya Watson Bailey

In California, you have the right to engage in political advocacy on your own time, and your employer is breaking the law by retaliating against you because of it. The same also laws protect job applicants – an employer cannot refuse to hire someone because of their affiliation with a political movement or cause. So, you cannot legally be fired because you are part of the Black Lives Matter movement, against excessive use of force or in support of needed reform to dismantle institutional racism. Also, if you support a particular candidate, your employer cannot legally fire you for that. However, if you advocate for overthrowing the government by means of violent revolution, the law does not offer the same protection. Legal Aid at Work has a helpful factsheet with more information about how your protesting activity may or may not affect your employment

And if your advocacy to support racial equity and end white supremacy means you are raising complaints about discriminatory conditions within your workplace itself – like encouraging more diversity in hiring or changing policies that have a disparate impact on Black employees – California’s Labor Code and it’s anti-discrimination law prohibit retaliation.  

Labor Code 1101 says that employers cannot make or enforce any rule, regulation, or policy “(a) forbidding or preventing employees from engaging or participating in politics,” or “(b) controlling or directing, or tending to control or direct the political activities or affiliations of employees.” Labor Code 1102 says that no employer “shall coerce or influence or attempt to coerce or influence” employees, including by means of threat of firing, “to adopt or follow or refrain from adopting or following any particular course or line of political action or political activity.”

Not only does the law restrain your employer in these ways from firing or retaliating against you for going to a protest or doing advocacy work outside of working hours, but you may also be protected if your employer tries to prevent you from talking about your political views with colleagues or clients during work hours. However, it is not completely clear what amount of political speech during work hours is protected – and if your political talk during work disrupts the employer’s business, then you would likely not be protected.

The rules may be different for public employees. Some public employees, such as teachers, face stricter rules about political speech during working hours. And public sector employers are in general allowed to impose restraints on political activity, but “not broader than are required to preserve the efficiency and integrity of its public service.”

Levy Vinick Burrell Hyams LLP has been in the fight against race discrimination for over a decade and our attorneys have more than 100 years of combined experience representing employees in discrimination, harassment and retaliation cases. If you believe you have been retaliated against by your employer because of you have protested or spoken out in support of Black lives and against white supremacy, Please contact us.

Related Posts:

  • If working from home is affecting your mental health, it's time to ask for accommodation
  • Black workers matter, so end forced arbitration
  • What can you do to combat systemic racism at work in California?
  • Disability Rights for All of Us in the Time of Coronavirus

More Posts

  • Wendy Musell interviewed on pay disparities

    Wendy Musell interviewed on pay disparities

  • LVBH honored with Distinguished Service Award by the Alameda County Bar Association

    LVBH honored with Distinguished Service Award by the Alameda County Bar Association

  • Special Agent with over 25 years of experience in law enforcement sues California Department of Justice, alleging gender discrimination and retaliation at California Bureau of Investigation

    Special Agent with over 25 years of experience in law enforcement sues California Department of Justice, alleging gender discrimination and retaliation at California Bureau of Investigation

  • LVBH proudly announces Leticia Chavez as an associate of the firm

    LVBH proudly announces Leticia Chavez as an associate of the firm

  • Daily Journal turns the spotlight on LVBH

    Daily Journal turns the spotlight on LVBH

  • Hilary Hammell discusses employer vaccine mandates in KPFA Radio interview

    Hilary Hammell discusses employer vaccine mandates in KPFA Radio interview

  • LVBH wins appellate victory for courageous #MeToo survivor

    LVBH wins appellate victory for courageous #MeToo survivor

  • Hilary Hammell quoted in Aljazeera report on Tesla racism trial in San Francisco

    Hilary Hammell quoted in Aljazeera report on Tesla racism trial in San Francisco

  • American Bar Association features Wendy Musell in panel discussion on religious objections to vaccine mandates

    American Bar Association features Wendy Musell in panel discussion on religious objections to vaccine mandates

  • Sharon Vinick discusses corporate demands for projects created by employees after work hours

    Sharon Vinick discusses corporate demands for projects created by employees after work hours

Tags

#metoo award civil rights class action COVID defamation disability discrimination employee rights employment arbitration agreements employment law employment lawyer blog equal pay ethnicity harassment failure to prevent harassment family medical leave firefighter forced arbitration gender discrimination human resources immigrant rights mandatory arbitration medical leave retaliation minimum wage misclassification national origin harassment Oakland Raiders cheerleader lawsuit personnel file public employees race discrimination racial harassment reasonable accommodation retaliation retaliation lawsuit sacramento sexual abuse sexual assault sexual harassment Super Lawyers uc regents University of California wage and hour wage theft whistleblowers working families wrongful termination

LVBH Logo

CONTACT US

510-318-7700
info@levyvinick.com

Levy Vinick Burrell Hyams LLP
180 Grand Avenue, Suite 1300
Oakland, California 94612

  • Overview
  • Attorneys
  • Our Work
  • Blog
  • Contact
  • Press Releases

Copyright © 2022 Levy Vinick Burrell Hyams · website: Amanda McCoy · Log in

Disclaimer

Nothing in this website is intended in any way to form an attorney-client relationship or any other contract. It is designed solely to provide general information about the practice at Levy Vinick Burrell Hyams LLP.

Be mindful of any deadlines you have approaching that relate to your legal situation, and make sure that you meet them. Levy Vinick Burrell Hyams LLP does not assume any responsibility for advice given regarding any aspect of your case until you have a signed legal services agreement engaging the firm’s representation.

Though the firm provides free initial consultations, the firm retains complete discretion in every case to decide whether or not to provide a consultation to any person. Levy Vinick Burrell Hyams LLP makes no guarantees, warranties, or predictions about your case, and past success at the firm does not ensure future results will be the same.

Disclaimer

Nothing in this website is intended in any way to form an attorney-client relationship or any other contract. It is designed solely to provide general information about the practice at Levy Vinick Burrell Hyams LLP.

Be mindful of any deadlines you have approaching that relate to your legal situation, and make sure that you meet them. Levy Vinick Burrell Hyams LLP does not assume any responsibility for advice given regarding any aspect of your case until you have a signed legal services agreement engaging the firm’s representation.

Though the firm provides free initial consultations, the firm retains complete discretion in every case to decide whether or not to provide a consultation to any person. Levy Vinick Burrell Hyams LLP makes no guarantees, warranties, or predictions about your case, and past success at the firm does not ensure future results will be the same. The photos on this website do not reflect actual attorney-client interactions.