How do I stop co-workers from fighting over politics? Ask HR

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

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Question: Since the election, a few of my co-workers have gloated over another co-worker who supported an opposing candidate. How can we get people to ease up on the political infighting after such a contentious election? – Wallace

Answer: I applaud your commitment to fostering greater civility in the workplace. This proactive effort drives positive cultural change and makes a real difference in how we collaborate and succeed. And it has never been more important: Politics is now a top driver of workplace incivility, with 78% of U.S. workers facing poor treatment because of their political views. Meanwhile, only 8% of companies say they have policies in place to handle it.

My advice is to first discuss respectfully with your co-workers how their celebratory behavior might affect this employee and the broader team dynamic. Advise them to listen with openness and respect the range of emotions everyone might be feeling. Remind your co-workers that, ultimately, we all share common goals: better lives for ourselves, our families, and our communities. These shared aspirations remind us of what unites us beyond politics.

If direct conversations aren’t an option – or if they don’t lead to a resolution – it’s OK to involve human resources. HR is vital in fostering a civil, respectful workplace where everyone can thrive. Managers and HR leaders can reinforce the importance of creating a culture that minimizes conflict and builds bridges instead of barriers.

I’ll add this: While leadership and HR can provide guidance, tools, and resources to cultivate civility, it’s the workers themselves who must internalize and manifest these principles. If they don’t, it will negatively impact work performance, productivity, and organizational success. Workers must see workplace civility as a business imperative and take ownership in creating a positive work environment.

I commend you for focusing on civility and empathy at a time when emotions can run high. It’s easy to get caught up in the noise of the moment, but true teamwork is about reminding others of what binds us together, and understanding that our differences can be our strengths. Refocusing on shared values and principles creates a healthier, more productive environment for everyone.

My husband may be furloughed from his job. Is there a difference between furlough, layoff, and termination? Can he still collect unemployment in Illinois? – Sienna

Yes, there are significant differences between furlough, layoff, and termination. Understanding the nuances of these important employment terms can help you identify your best options:

◾ Furlough is a temporary, unpaid leave of absence. Furloughed employees still technically have their jobs and often retain benefits such as health insurance, depending on the employer. The expectation is for employers to call furloughed employees back to work once the company’s situation improves.

◾ Layoff means that the job is suspended or eliminated, often due to financial challenges or a slowdown in business. Layoffs can be temporary or permanent, and in some cases, employees may be rehired if the company’s circumstances change.

◾ Termination is a permanent end to a person’s employment. This can happen for various reasons, such as performance issues, company policy violations, or the organization’s decision to permanently eliminate the position. Unlike furloughs or layoffs, termination typically signals no expectation of rehiring.

As for unemployment benefits in Illinois, your husband should be eligible, even during a furlough, provided he is not receiving pay during the furlough period. Illinois allows furloughed workers to collect unemployment benefits since they are considered temporarily out of work through no fault of their own. The key is to apply promptly to ensure the process gets started without delay.

I hope this helps clarify things, and I wish you and your husband the best!

The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.

This article originally appeared on USA TODAY: How to promote political civility in the workplace.