Employer Obligations on Election Day – Thursday, June 12, 2014

June 9, 2014

With the next provincial election scheduled for June 12, 2014, we are writing to remind employers of their obligations under the Ontario Election Act.

By law, an employee who is eligible to vote must have three consecutive hours for the purpose of casting his or her vote.  If an employee’s hours of work do not allow for those three consecutive hours, the employer, upon request, must allow the employee enough time off to provide those three consecutive hours to vote.

The voting hours on election day will be from 9:00 a.m. to 9:00 p.m. local time.  Employers have the right to decide when during the day is most convenient for granting any necessary time off.  Employees are not entitled to demand which hours they wish to be away from work.

For example, if an employee is scheduled to work from 10:00 a.m. to 6:30 p.m., an employer could provide for the three consecutive hours by allowing the employee to leave work a half hour early, at 6:00 p.m.  In this example, the employer is acting in accordance with the law while at the same time ensuring that the time off results in minimal disruption to the employee’s regular work day.  It is also important to note that employers are not required to take into account an employee’s travel time to vote.

Employers may not make deductions from an employee’s pay, require the employee to take a vacation day or sick day, or otherwise impose any penalty for the time taken off work by an employee to vote.

The Election Act also provides for unpaid, job protected leave for employees who wish to serve as returning officers or poll officials.  The Act does not limit the duration of such leave but does state that any employees seeking such a leave must make their request at least seven days before the leave is to begin.

The penalty for preventing an employee from voting, impeding or otherwise interfering with an employee’s right to vote is a fine of up to $5,000.  If an employer is convicted of this offence and a judge finds that the offence was committed knowingly, the employer will be liable to either a fine of up to $25,000 or imprisonment up to two years less a day or both.

Disclaimer

This publication is provided as an information service and may include items reported from other sources. We do not warrant its accuracy. This information is not meant as legal opinion or advice.

Miller Thomson LLP uses your contact information to send you information electronically on legal topics, seminars, and firm events that may be of interest to you. If you have any questions about our information practices or obligations under Canada's anti-spam laws, please contact us at privacy@millerthomson.com.

© 2020 Miller Thomson LLP. This publication may be reproduced and distributed in its entirety provided no alterations are made to the form or content. Any other form of reproduction or distribution requires the prior written consent of Miller Thomson LLP which may be requested by contacting newsletters@millerthomson.com.