Surely the principle of not purging people who support the wrong political party is not that controversial.
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The bulk of workers who support a somewhat harmful view (with no harmful actions effecting the worksite) shouldn't be fired.
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Leader who imparts vision, whose DNA gets replicated into the future=different. I'd ask for a statement disavowing racist rhetoric.
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So companies should only fire managers who plan to vote for Trump?
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No. But it's an HR issue if owner/partner/exec acts on, gives *appearance* of supporting racist rhetoric (attends rally, donates $$).
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So managers get fired only if they *openly* support Trump?
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No. Dialogue/discovery. Same as if one discovered a partner attended a David Duke rally or donated money to an anti-Semitic charity.
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Presumably this is mandatory? I.e. managers who openly support Trump but refuse to talk about it get fired?
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Workplaces should be as laissez-faire as possible--not in loco parentis. You resort to a zero sum fallacy of "firing" or nothing.

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Sorry, point wasn't "should be fired." Rather, firing/disconnecting aren't the only option. There's also "asking to resign."
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