Christina Catenacci, BA, LLB, LLM, PhD
There have been some advance polls but May 2, 2011, is the official day when Canadians (hopefully more than predicted) will be voting in the federal election. Do you know what duties you have as an employer?
The Canada Elections Act provides that employees, who qualify as electors in a federal election, are entitled to three consecutive hours, while the polls are open, during which to vote. If an employee’s hours of work do not allow for this, the employer must grant the employee enough time off, with pay, to make up the three consecutive hours. (The period of time is at the employer’s discretion.)
Important to note is that employers cannot deduct the pay of an employee or impose any penalty whatsoever for the time taken by an employee to vote.
For example, if the polls close at 7:00 p.m. and the normal workday ends at 5:00 p.m., the employee must be granted one hour of paid leave to meet the requirements of the Act.
Employers who do not comply with these requirements risk severe penalties, including fines of up to $1,000 and/or imprisonment for up to three months for failing to allow employees adequate time off or for making a deduction from their wages for time off. An employer who intimidates or otherwise interferes with employees’ right to a minimum voting time is liable to a fine of up to $5,000 and/or imprisonment for up to five years.
Who can vote? Any employee who is a Canadian citizen and is 18 years of age or older on polling day.
What are the electoral districts? Find out here.
What are the current party standings? Find out here.
When is voting taking place in your jurisdiction?
Interesting tidbit: Canada has had 40 federal general elections since Confederation. During the first election after Confederation, there were only 181 seats to fill. Today there are 308 seats to fill.
Democracy can only work if people voice their opinions. Get out and vote!
Happy voting everyone.
Christina Catenacci
First Reference Human Resources and Compliance Editor
Employees can be dismissed for cause, and therefore without notice or severance, when their misconduct or performance is so egregious that the employment relationship has been irreparably harmed. In assessing this issue, employers must adopt a contextual approach, which considers not only the misconduct in question, but the entirety of the employment relationship.
Rudner Law, Employment / HR Law & Mediation
This year, Canada Day (July 1) falls on a Thursday. Unlike some public holidays, which shift dates in order to provide a long weekend, Canada Day is to be celebrated on the day it falls. This year, there has been much discussion of the fact that it creates a situation in which many people have Thursday off, and are then expected to return to work for one day before enjoying their weekend.
Rudner Law, Employment / HR Law & Mediation