A Connecticut legislator is seeking to restrict the speech of employers on “religious or political” topics in pending legislation (House Bill 5460). The bill reads, “No employer, and no . . . representative . . . of such employer, shall require its employees to attend an employer-sponsored meeting with the employer or its agent, representative or designee, the primary purpose of which is to communicate the employer’s opinion concerning religious or political matters.” This content-based regulation of speech violates the First Amendment by singling out political and religious speech for special restrictions.
Employers have free speech rights even in the labor-union context, where free speech protections are at their weakest for employers under the Gissel line of cases. For example, the federal appeals courts have ruled that the First Amendment protected a manager telling his subordinates that they lost benefits by voting for a union (Roper Corp. v. NLRB (1983)), and an employer’s assertion that unionization, by increasing costs, might lead to a plant’s closing in the future (NLRB v. Douglas Division (1978)), even though these statements were very offensive to pro-union employees. These rulings apply with added force to core political and religious speech.






