On April 7, 2014, polling stations are be open from 9:30 a.m. to 8 p.m.
In addition, you received in your domicile the “Reminder card” indicating the address of your polling station.
The card also contains the names of the candidates running in your electoral division.
The requirement to give employees a period of four consecutive hours to go vote on polling day is imposed upon the employer by section 335 of the Election Act (chapter E-3.3).
Employees and employers covered
This time off applies to all employees, whether they work part time or full time and applies to all employers who undertake their activities in the province of Québec, even under federal jurisdiction.
Management rights of the employer
Thus, it is up to the employer to ensure that all employees who are qualified electors have 4 consecutive hours for voting. However, under management rights and subject to union agreements or any norms and standards that could apply to the relevant field of work, the employer generally controls the work hours of its employees.
The employer may modify the employees' work schedule to promote the right to vote on polling day, and that, provided that such modifications are not equivalent to a penalty or a pay cut.
The employer may invite their employees to exercise their right to vote on other days reserved for voting, either at advance polls on March 30 and 31, 2014 or by voting at the office of the returning officer on March 28 and 29, 2014 and from April 1st to 3, 2014. However, the employer may not compel an employee to vote on these days.
Offences under the Act
If no adjustment to the work schedule is offered to the employee or it is not possible or if the employer has not made the necessary arrangements to allow its employees to express their will by taking advantage of the period of 4 hours to vote, in that case the employer refuses an employee the 4-hour period and is likely committing an offence and is liable, for a first offence, to a fine of $1,000 to $10,000 for a natural person and from $5,000 to $30,000 in the case of a legal person. It is the same for an employer who grants the requested time off, but which is tied to a reduction in salary or other penalty.