• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Conference
  • Resources
  • Buy Policies
You are here: Home / Employment Standards / Newfoundland and Labrador employer obligations on election day

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 2 Minutes Read September 12, 2011

Newfoundland and Labrador employer obligations on election day

Of the eight Canadian provinces and territories that have passed laws calling for fixed-date elections, five provincial / territorial general elections are to be held in October every four years.

The next provincial election in Newfoundland and Labrador is scheduled for Tuesday, October 11, 2011. Employers have certain obligations to employees under the Newfoundland and Labrador Election Act. Between September 10 and 19, 2011, the Lieutenant-Governor will proclaim the legislative session ended and the election writ issued and signed. The month-long campaign for voters’ hearts and minds will be officially underway. Once that formality is complete, the lawn signs will come out and political parties in Newfoundland and Labrador will kick their campaigns into high gear.

Under the Act, an employee who is eligible to vote must be allowed four consecutive hours for the purpose of casting his or her ballot. Employers whose employees have four consecutive hours of their own time available during polling hours need not offer additional time for voting. If, however, an employee does not have this time available, the employer, upon request, must allow the employee enough time off with pay to provide those four consecutive hours to vote.

This year, voting hours on election day will be from 8:00 a.m. to 8:00 p.m. local time (7:30 a.m. to 7:30 p.m. Labrador time). Employers have the right to decide when during the day is most convenient for granting any necessary time off. 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.

An employer is guilty of an offence who refuses, or by intimidation, undue influence or in another way, interferes with the granting to an elector in his or her employ, of the consecutive hours for voting provided in the Act.

Yosie Saint-Cyr
First Reference Human Resources and Compliance Managing Editor

  • About
  • Latest Posts
Follow me
Marie-Yosie Saint-Cyr, LL.B. Managing Editor
Managing Editor at First Reference Inc.
Marie-Yosie Saint-Cyr, LL.B., is a trained lawyer called to the Quebec bar in 1988 and is still a member in good standing. She practiced business, employment and labour law until 1999. For over 20 years, Yosie has been the Managing Editor at First Reference. She manages the PolicyPro Human Resources and Internal Controls editions, The Human Resources Advisor editions, PaySource and the HRinfodesk news service as well as the blogs. Marie-Yosie (a.k.a. Yosie) is a recognized and respected author, with an extensive background in human resources, employment and labour across the country.
Follow me
Latest posts by Marie-Yosie Saint-Cyr, LL.B. Managing Editor (see all)
  • First Reference annual holiday donation, season’s greetings and holiday break - December 24, 2021
  • Ontario extends the COVID-19 period and paid IDEL period - December 8, 2021
  • Impact of September 30th federal holiday - September 14, 2021

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employment Standards / consecutive hours for voting, Election Act, employment law, leave to vote, Newfoundland and Labrador, provincial election, time off to vote, voting hours, voting leave

Share with a friend or colleague

Get the Latest Posts in your Inbox for Free!

About Marie-Yosie Saint-Cyr, LL.B. Managing Editor

Marie-Yosie Saint-Cyr, LL.B., is a trained lawyer called to the Quebec bar in 1988 and is still a member in good standing. She practiced business, employment and labour law until 1999. For over 20 years, Yosie has been the Managing Editor at First Reference. She manages the PolicyPro Human Resources and Internal Controls editions, The Human Resources Advisor editions, PaySource and the HRinfodesk news service as well as the blogs. Marie-Yosie (a.k.a. Yosie) is a recognized and respected author, with an extensive background in human resources, employment and labour across the country.

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Conference
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2022 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy