Once you enter a private workplace, freedom of speech protections technically go out the windowwhether you are a business owner or employee. However, your employees can, and will still voice their opinions on everything from President Obamas stance on immigration to the L.A. Kings Stanley Cup victory.

So as a business owner, how do you strike the right balance of expression and protection for your workers and your company?

Carolyn Hughes, vice president of People for SimplyHired.com, said the rule of thumb for her company is that the minute a persons freedom of speech becomes offensive to others in the workplace, it must be curbed.

At that moment you have crossed the line, Hughes said. And your response should be more values-driven than rules-driven.

That being said, an employers response to this issue should be to address complaints or actions in a way that speaks to your companys values. Its not necessarily having set rules in place about what can and cannot be said or done in your business.

We have respectful workplace policies, Hughes said. We expect all employees to use their best judgment.

When a worker does violate this policy, Hughes said the result rarely ends in that person being terminated. Stepping in to discuss the violation is a common practice and good protection for your business in terms of harassment lawsuits, she said. This respectful workplace policy should be outlined in your employee handbook, and distributed to workers on day one of their employment.

Polly Wright, senior consultant for HR Consultants, Inc., said its important to allow your own views as well as those of your employees to creep into your companys culture. The smaller a company is, the more flexibility it has in terms of establishing a culture.

This can even contribute to your employees understanding of the value of the organization, Wright said. But there is a difference between expressing your opinions, and forcing those opinions on someone else.

Both business owners and employees should gauge their behavior and expressions on those around them, Wright said. See if others are expressing themselves similarly, and also consider your colleagues reactions.

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Freedom of Speech and Your Office