International Municipal Lawyers Association - Local Government Blog

Holidays and the Workplace | December 9, 2008

Posted By: Dan Crean, Crean Law Office, Pembroke, New Hampshire

As the Holiday season begins to arrive in full swing, a number of local government concerns become increasingly evident.  Recently, a letter to the editor of our local newspaper questioned why the city had put up “Happy Holiday,” “Season’s Greetings,” and “Happy Hanukkha” banners, but no “Merry Christmas” banners.

As times have changed, holiday workplace trappings and celebrations have changed as well – witness the replacement of Christmas parties with Holiday celebrations.  Individual work stations and individual apparel choice seem to be areas where individual religious celebration might continue.  Even in such “personal” areas, though, displays and apparel that indicate a preference for a single religion or sect can be viewed through different prisms.  Overtly religious displays in private sector workplaces may raise concerns, but those concerns generally would not extend to Constitutional concerns involving the First Amendment.  (Of course, discrimination based on religion might run afoul of equal employment laws, but that is a matter for another discussion.)

In the context of the public workplace, what, if anything, should local governments do when public employees seek to celebrate the holiday season through actions such as religious posters, screen savers, “emoticons” or other religious symbols used in emails, or wearing of religious apparel in the office? 

Simplistic solutions lie at either end of the spectrum:  impose no control or regulation and let the workplace and work apparel be determined by individual choice or impose controls so that no form of holiday expression is permitted. Office morale in the latter situation might plummet with no garlands, trees, or lights.  Is it permissible, though, to allow non-religious holiday decorations (even a Santa Claus) while banning Nativity scenes – or is that content-based regulation?

Where should lines be drawn?  How does a local government respond to citizen complaints or those raised by co-workers?  

1 Comment »

  1. We’re a local government–a water district–and because we are experiencing the very issue your article describes (I googled “nativity scene”, workplace, government) I’d hoped for some clue as to how to navigate the issue. Alas.

    Comment by Kerry McCollough — December 17, 2008 @ 1:37 pm

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

About author

This blog is made possible by the International Municipal Lawyers Association (IMLA), but may include guest bloggers (who are attorneys with experience in local government matters) who might or might not work for IMLA. Their views (and those expressed on this site) do not necessarily express the views of IMLA.







%d bloggers like this: