19 Del. C. § 711B: Employer-sponsored meetings or communications.

(a) As used in this section:

(1) “Political matters” means matters relating to political parties, legislation, regulation, public policy, campaigns for election, or the decision to join or support any political party or political, civic, community, fraternal, or labor organization.

(2) “Religious matters” means matters relating to religious belief, affiliation, practice, membership in, or support of any religious organization, association, or other group.

(b) Except as provided in subsections (c) and (d) of this section, it is an unlawful employment practice for an employer to discharge an employee or take any adverse employment action or threaten to take any adverse employment action with respect to an employee that declines to attend an employer-sponsored meeting or declines to participate in, receive, or listen to communications from the employer or the employer’s agents or representatives, the purpose of which is to communicate the employer’s opinion about religious or political matters. An employee who is working at the time of the meeting and elects not to attend a meeting described in this subsection must continue to be paid while the meeting is held.

(c) This section does not prohibit any of the following:

(1) An employer from communicating to its employees any information that the employer is required by law to communicate, but only to the extent of that legal requirement.

(2) An employer from communicating to its employees any information that is necessary for those employees to perform their job duties.

(3) An institution of higher education, or any agent, representative, or designee of that institution, from meeting with or participating in any communications with its employees that are part of coursework, any symposia, or an academic program at that institution.

(4) An employer that is a public entity from communicating to its employees any information related to a policy of the public entity or any law or regulation that the public entity is responsible for administering.

(5) A tax exempt organization from communicating with its employees about policy issues that are relevant to the organization, its mission, or the people the organization serves. This paragraph does not include the expression of an employer’s views about employees’ formation of or membership in a union.

(d) This section does not apply to any of the following:

(1) A religious corporation, entity, association, educational institution, or society that is exempt from the requirements of Title VII of the Civil Rights Act of 1964 (Public Law 88-352) pursuant to 42 U.S.C. § 2000e-1(a) or is exempt from employment discrimination protections of state law, with respect to speech on religious matters to employees who perform work connected with the activities undertaken by that religious corporation, entity, association, educational institution, or society.

(2) A political organization or party requiring its employees to attend an employer-sponsored meeting or to participate in any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer’s political tenets or purposes.

(3) An educational institution requiring a student or instructor to attend lectures on political or religious matters that are part of the regular coursework at the institution.

(4) A nonprofit, tax-exempt training program requiring a student or instructor to attend classroom instruction, complete fieldwork, or perform community service hours on political or religious matters as it relates to the mission of the training program or sponsor.

(5) An employer requiring employees to undergo training to comply with the employer’s legal obligations, including obligations under civil rights laws and occupational safety and health laws.