# Plain Language Summary: Time Off to Vote Act

This bill requires employers to give workers paid time off to vote in federal elections. Specifically, any company with 25 or more employees must give each worker at least two consecutive hours of paid leave on election day (or during early voting, if the state allows it) so they can go cast their ballot. The time off is paid, meaning workers don't lose any wages, and it doesn't count against any vacation days or other benefits they've already earned.

The employer gets to decide when during the day the employee takes this time off—they can't just disappear whenever they want. However, the company can't make workers use their lunch break as part of the two hours; that break time is separate. If a state already has a law requiring more voting time off or better conditions for workers, that state law still applies instead. The bill doesn't change anything for companies with fewer than 25 employees.

The law makes it illegal for employers to punish workers for taking this voting time off, whether that's firing them, cutting their hours, or treating them differently in any way. Employers also can't retaliate against workers who complain about violations or report problems to the government. If a company breaks these rules, the Department of Labor can fine them up to $10,000 per violation. The penalties take into account how serious the violation was, whether the company was acting in good faith, and whether they've broken the law before.

Time Off to Vote Act

Cartwright, Matt

Time Off to Vote Act This bill requires an employer, upon the request of an employee, to provide the employee with a minimum of two consecutive hours of paid leave in order to vote in a federal election. The employer may determine the two-hour period, excluding any lunch break or other break. Taking such leave shall not result in the employee losing accrued employment benefits. The bill makes it unlawful for an employer to interfere with the right to take such leave or for an employer to discriminate against an employee for taking such leave. Further, the bill makes it unlawful for any employer to retaliate against an employee for (1) opposing any practice made unlawful by this bill; (2) filing a charge, or instituting or causing to be instituted any proceeding, under or related to this bill; or (3) testifying or preparing to testify in an inquiry or proceeding relating to such leave. The bill specifies penalties for employers who violate these provisions.