The District of Columbia has enacted legislation (Act 23-301) that will require employers to provide paid voting leave.
Effective Date:
Before the law can take effect, it must go through a 30-day Congressional review period and its fiscal impact must be printed in an approved budget and financial plan. Employers should monitor the status of the law closely to ensure compliance.
Leave Requirements:
Upon employee request, an employer must provide at least two hours of paid leave to vote in person in any election. Employers may not deduct from an employee's salary, wages, or other accrued leave for this time.
Employers may:
- Require employees to provide reasonable advance notice; and
- Specify the hours during which the employee may take the leave, including by requiring that the employee take the leave: (1) during a period designated for early voting; or (2) at the beginning or end of their working hours.
Employer Notice:
Employers must post a notice in a conspicuous location about the voting leave law.
Retaliation Prohibited:
The law also prohibits employers from taking adverse action against employees for exercising their rights.
Compliance Recommendations:
District of Columbia employers should review their policies and practices to ensure compliance with Act 23-301. Supervisors should also be trained on employees' voting leave rights and responsibilities. Please contact your dedicated service professional with any questions.