Via SHRM Express
In anticipation of state primaries and Election Day 2016 (November 8), employers should review their policies and practices to ensure workers are provided time off to vote as required by applicable law and all other obligations of the business are met.
Some states have no such time-off requirements, while others require employers to provide some or all employees with time off to vote and impose civil or criminal penalties for noncompliance.
State laws also vary as to the amount of notice, if any, employees must provide to an employer of the employee’s intention to take time off to vote, whether employers can designate the hours taken off to vote and whether such time must be paid. Some jurisdictions even require postings to advise employees of their rights to take leave to vote. Additionally, some jurisdictions require employers to provide employees time off to act as election officials or to serve in an elected office.
To ensure they properly address employee requests for time off while minimizing disruptions in the workplace, employers should review their Election Day practices.