Category Archives: Transhuman News

Dear Yankee, Letters from a Southern Lady
Coming to bookstores January 11th, 2015! Funny, witty, utterly true, and completely politically incorrect, Dear Yankee is everything a Yankee needs to know about the South. Learn more: http://www.dearya...

By: Lady Soliloque

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Dear Yankee, Letters from a Southern Lady - Video

1921. Say Darlin #39; Say (Traditional American)
This popular but politically incorrect old-time song incorporates the song "Hush Little Baby", which is normally sung as a lullaby. It is often performed by ...

By: raymondcrooke

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1921. Say Darlin' Say (Traditional American) - Video

Book Review | Project Egypt: A Politically Incorrect View By Mr. Pat
BOOK REVIEW OF YOUR FAVORITE BOOK =--- Where to buy this book? ISBN: 9781438907697 Book Review of Project Egypt: A Politically Incorrect View by Mr. Pat If you want to add...

By: Gold Star

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Book Review | Project Egypt: A Politically Incorrect View By Mr. Pat - Video

Question: Our homeowner association manager has several "politically incorrect" tattoos on his neck, arms, hands and face depicting unacceptable symbols. He's proud of the message he's conveying through the tattoos. Owners say they resent being involuntarily subjected to his beliefs and political messages by way of his tattoos. We're afraid to say anything and the board is a bunch of scaredy cats. Should owners say something and whom should we say it to?

Question: Our manager has the phrase "My God is Awesome" embroidered by a tailor on all his clothing. He takes every opportunity to preach and flaunt his beliefs. Many of us are offended by this. What can be done?

Question: Our manager wears T-shirts, hats and jackets with the flags and militant sayings of a Third World country. These slogans and pictures are offensive and in our face. He wears them to board meetings. Our vendors also don't like it and have asked to meet with a board member instead of the manager. If any comment is made about his attire, he accuses the person of being racist. These hostilities take away from performing the business of the association. Too much time is spent arguing with him. The management company owner refuses to do anything about this; he says it's a free speech issue. Do we have to put up with this?

Answer: A homeowner association is a business and as such it should have a dress code written into its management contracts. Companies that cannot abide by your terms should not be hired or should be terminated. That includes those that fail to properly manage their own employees. You do not have to put up with this behavior, and this is not a free speech issue.

Freedom of speech is an extremely important right in our country but it is not without limits. Courts have frequently upheld restrictions to speech that are not content-based but merely dictate the time, place or manner of that speech.

Specific to employers, the courts and the U.S. Equal Employment Opportunity Commission regularly uphold the right of an employer to impose reasonable restrictions on the dress, and even grooming, of employees so long as those restrictions are equally applied and not related to "protected characteristics," such as gender, race, religion, disability and military status. Prohibiting the visible display of tattoos on all employees and prohibiting long hair or facial hair on all male employees have both been upheld as reasonable policies.

In all of the cases raised by the questions above, however, it appears the management companies' employees have turned themselves into walking billboards espousing their own belief systems.

The reasons why one manager has tattoos are his personal and private business, which he can proclaim to the world outside the scope of his employment. The same can be said for the other managers' clothing, which conveys their personal beliefs.

While working for the management company that represents an association, employees' attire emblazoned with religious or political slogans not only detracts from the operation of the business, it may be misperceived as representing the collective views of the homeowners association, its owners or the board directors who were responsible for hiring them.

Even if there were no complaints, a wise board is aware of circumstances that would potentially be offensive. Best practices require the board to minimize any risk to the association and avoid any potential of incurring liability or lawsuits, regardless of the source.

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For HOA manager, free speech protection has limits