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Services During the Covid-19 Pandemic

Please be advised that in response to the threat posed by Covid-19, the offices of RV Law LLP have implemented protocol to keep the physical premises sanitized and to supply our staff with necessary personal protective equipment. For the safety and well being of our staff and the general public, we are providing services by adopting government recommended social distancing efforts and, to this end, we are meeting clients through a combination of telephone, other electronic means and in-person only when necessary.

We are confident in our ability to continue servicing all existing and new client matters during these challenging times and invite you to email or call our firm with any questions or concerns you may have.

Accommodating the Employee’s Right to Vote

This past federal election presented an interesting scenario when a client contacted our office on April 29, 2011 to voice his displeasure at his employer’s refusal to allow him time off to cast his vote on election day, the following Monday, May 2, 2011. At the crux of the matter was the client’s ongoing political wrangling with his employer. The client (hereinafter referred to as “Mr. C”) was a card carrying member of the Liberal party while his employer (hereinafter referred to as “Mr. E”) was a supporter of the federal Conservatives.Mr. C was scheduled to commence work at a customer’s place of business at 7 a.m. sharp and to attend at another customer’s plant by 6 p.m. where his services would be required until the job was completed. Voting was made all the more impossible by the fact that by 5 p.m. Mr. C had to travel 25 kilometers north west from his first stop which was already 35 kilometers west of his riding in order to make it to his second appointment by 6 p.m.

Mr. C had always valued his right to vote but was Mr. C’s right to vote legally protected from interference by Mr. E and his drawn out work schedule? Section 132(1) of the Canada Elections Act provides:

“Every employee who is an elector is entitled, during voting hours on polling day, to have three consecutive hours for the purpose of casting his or her vote and, if his or her hours of work do not allow for those three consecutive hours, his or her employer shall allow the time for voting that is necessary to provide those three consecutive hours.”

Furthermore, section 134 provides:

“No employer shall, by intimidation, undue influence or by any other means, interfere with the granting to an elector in their employ of the three consecutive hours for voting, as provided for in section 132.”

Mr. E went so far as to retain counsel of his own despite the above sections having been provided to him by our office for his ease of reference but did eventually allow Mr. C the three hours off in between the two scheduled appointments in order that Mr. C be permitted to carry out his civic duty.

There may have been changes to the law since this article was written and therefore it should not be relied upon without seeking legal advice.

The information you obtain at this site is not, nor is it intended to be, legal advice. You should always consult a lawyer for advice regarding your individual situation.

Don’t risk losing your rights by waiting too long to seek help. Contact us now:

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