Both major party conventions now are over and the race to the White House and for control of Congress is in its final two month sprint.  So, whether you are an Obamamanic or a Bidenator, raising McCain or hailin’ Palin,  it’s time to remember that ‘tis the season for employees to engage in political activity.  Right on cue, the National Labor Relations Board (NLRB) has issued a reminder to employers that political advocacy by employees may be protected concerted activity allowed by federal law.  Thus, employees engaging in political activities that have a direct connection to employee conditions and/or problems in their own workplace (e.g. advocating for passage of equal pay reform when equal pay is a perceived problem in the workplace) may well be engaging in protected concerted activity.  Such activity must still be non-disruptive and within the limits of neutral workplace rules (i.e. occurring during non-work time and in non-work areas).  Employee political activity is also protected under many other state laws.  Consult with legal counsel before engaging in employee discipline regarding any such circumstances.  And make sure you register to vote and vote this year!