For my first blog posting, I thought it would be appropriate and timely to explain a little about employee's voting rights and employer's restrictions considering that we have only 7 days remaining until the Nation elects its next President of the United States. Remember though that Wisconsin allows for early voting and day of registration, so if you want to vote early, go here to figure out where you can vote by county or for more information, head here for Wisconsin's Government Accountability Board, Election Division's information. If you plan to head to the polls on November 4, Google has a nice search to find your polling location. You can find it here: Where to vote on November 4.
Wisconsin Statute Sec. 6.76 is very clear in that they allow for an employee to request time off in advance to vote on election day. Wis. Stat. Sec. 6.76 states that an employee must request leave before Election Day and that the employees are entitled to up to 3 hours leave to vote. The employer can set the time for leave to vote. The employer can also deduct pay for time lost, but cannot impose any other penalty upon the employee for time taken off for voting.
For a complete listing of all state's employee voting rights laws, Findlaw.com has compiled a nice list alphabetically and geographically.
Wisconsin Statute Sec. 7.30 also bars an employer from refusing to allow an employees to serve as an election official.
Furthermore, under Wisconsin Statute Sec. 12.07, no employer may hand out any written material threatening the loss of work or the closing of a business or the loss of wages, intending to influence an employee to vote one way or another.
Wisconsin Statute Sec. 12.07 also bars an employer from forcing an employee to make a contribution or provide any services or anything of value to a candidate or party by threatening loss of wages or disciplinary action.
Thus, there should be no impediment for anyone to vote on Tuesday, November 4, 2008, or even sooner.
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