Voting Leave Lawyers in California

Voters in California have the right to cast a ballot, and state laws, along with our family, medical, and disability leave lawyers, help ensure a job is never the reason someone is shut out of participating in an election. California employees who do not have enough time outside of working hours to vote may be entitled to paid time off to do so. When an employer ignores that right, our attorneys help workers understand their legal options.

Your Voting Leave Rights in California

California voting leave law gives employees important protections around statewide elections. Employers should understand these requirements and maintain a compliant voting leave policy. The key rights and regulations include:

• Paid time off to vote – Eligible employees can receive up to two hours of paid time off to vote when they do not have sufficient time outside of working hours to cast their ballot.
• Advance notice and scheduling – Voting time off generally must be taken at the beginning or end of the regular working shift, whichever allows the most free time for voting and the least time away from work, unless another arrangement is mutually agreed upon. If an employee knows in advance that time off for voting will be necessary, the employee must generally provide at least two working days’ notice.
• Posting notice – California employers must post the official “time off to vote” notice at least ten days before a statewide election in a conspicuous location where employees can see it.
• Protection from retaliation – Employers cannot unlawfully interfere with an employee’s protected voting rights or retaliate against an employee for exercising legally protected voting leave rights.
• Voting protections – California employees may have additional workplace protections involving political activity or political affiliation. These protections are separate from the specific requirements governing voting leave and depend on the circumstances.
• Employer obligations – Employers should make sure workers receive the required voting leave notice and provide qualifying employees with the time off required by state law.

Staying current on your voter registration and knowing how to register to vote before election day can help you plan how and when you will cast your ballot, whether in person or by mail.

How Employers Deny Voting Leave

Denial does not always look obvious. A manager who refuses a qualifying request for voting leave, prevents an employee from taking legally protected time, or retaliates against a worker for exercising voting rights may violate California law.

A company policy cannot eliminate rights provided by state law. Employees who are unsure whether their workplace’s voting rules comply with California requirements should review the employer’s written policy and the state’s required voting leave notice.

When to Talk to California Voting Leave Lawyers

If your employer discouraged, denied, or punished you for taking legally protected voting leave, you may have a claim. Employees may also have questions when an employer refuses a qualifying leave request, deducts wages for legally protected paid voting time, or retaliates against a worker for exercising voting rights.

Our California voting leave lawyers help employees understand the workplace protections that may apply and evaluate their legal options when employers interfere with protected voting leave. Your ability to exercise legally protected voting rights should not depend on a manager’s willingness to follow the law.