Election Day is Coming. Is Your Organization Ready?

By Nancy Owen PHR SHRM PC , Senior HR Consultant

As election day approaches and campaign activity ramps up, you may notice political discussions happening in the workplace. If you have not already done so, consider implementing a policy that sets clear expectations for how political discussions will be handled in the workplace. It is also important to educate your leaders on the policy. Here are some helpful suggestions:

• Be clear that all employees are to treat each other with respect, regardless of their political views.
• Train your managers on how to interrupt conversations that may be problematic and put the focus back on business.
• Encourage employees to speak up if they feel uncomfortable about a workplace discussion.
• Have a designated department or person (such as Human Resources) for employees to contact for any concerns.

Did you know that some employers may be required to grant time off on election day?

Though federal law does not mandate time off for voting, some state laws do require unpaid voting leave, paid voting leave, and/or time off to serve as an election official. The laws vary greatly from state to state, so it is important to know what is required for your organization. It is best to learn the requirements in advance and be ready to communicate your policy to employees before Election Day.

If any of your employees are working in a state that requires voting leave, you will need to determine the following details:

• Is the leave paid or unpaid?
• How much time off are my employees entitled to?
• Do my employees’ work schedules impact this requirement?
• Can we require employees to provide the company advanced notice before allowing leave to vote?
• Can the company designate the timing of voting leave?
• Can the company ask employees to provide proof of voting?
• Do the leave requirements apply to early voting or registering to vote?
• Is the company required to notify employees of their right to voting leave?

Being proactive and taking measures ahead of election day may allow employers to mitigate potential issues. If you receive an employee complaint related to political discussions in the workplace or regarding the use of voting leave, be sure to track, document, and investigate all such complaints promptly.

If you are unsure what is required for your business, reach out to our team of Human Resources professionals. We will be happy to get you some answers. You can contact us via our HR helpline at 855-873-0374 or email us at [email protected].

Disclaimer: The information provided on this website is for informational purposes only and not for the purpose of providing legal advice. Use of and access to this website does not create an attorney-client relationship between Keystone’s Risk Management Division or our employment attorney and the user or browser.