If I am a paid protestor or agitator, does my employer place me in a hostile work environment?

1. If I am a paid protestor or agitator, does my employer place me in a hostile work environment?

Short answer: Possibly, but it depends on the conditions and context.

• A hostile work environment usually refers to harassment or discrimination under Title VII of the Civil Rights Act or similar laws. If you’re being coerced into dangerous or illegal protest activity, or exposed to violence or threats, that could raise safety concerns, but may not meet the legal definition of “hostile work environment” unless discrimination is involved.

• However, knowingly placing you in unsafe or unlawful protest settings could trigger liability under occupational safety laws (e.g., OSHA), especially if the employer fails to mitigate foreseeable dangers.

  
  

2. If I am injured or killed, is my employer responsible?

Short answer: Possibly, yes.

• If you’re classified as an employee, the employer could be responsible under workers’ compensation laws—even if you’re engaged in protest activity—as long as it falls within the scope of employment.

• If injury or death results from negligence by the employer, a civil liability suit may also be possible, especially if they encouraged dangerous or criminal behavior.

  
  

3. If I am an independent contractor, is the employer still responsible?

Short answer: Usually not, but there are exceptions.

• Employers have less direct liability for independent contractors, but:

  • If the employer controls the manner and means of your work (despite calling you a contractor), a court may reclassify you as an employee.

  • Employers can still be liable if they direct you to do something inherently dangerous or illegal.

    
    

4. If I know I get bonus money for causing problems or getting arrested, does this encourage me to take additional risks?

Short answer: Yes, and this has legal and ethical consequences.

• Offering financial incentives for arrest or disruptive behavior could be seen as encouraging illegal activity.

• This could:

  • Undermine claims of “peaceful protest”

  • Increase employer liability

  • Potentially expose both employer and protestor to criminal conspiracy or incitement charges, depending on jurisdiction.

  • 
    

You may want to call Morgan and Morgan.

#EmployerLiability#WorkplaceSafety#HostileWorkEnvironment#ContractorVsEmployee#LegalResponsibility#PaidProtestorRights#WorkersCompensation

#ProtestIncentives#RiskForPay#ActivismOrExploitation#BonusForArrest#ProtestRiskEthics#MoralHazard

#KnowYourRights#WhoIsResponsible#PaidToProtest#HiddenAgendas#ManipulatedActivism

#chairmanbobsutton #bobsuttonbroward