How do I take time off to vote on Election Day in California, and do I have to be paid for it?

Yes, under California law, you can take paid time off to vote on Election Day if you do not have enough time to vote during your non-work hours. Your employer is required to pay you for up to two hours of that voting time. Here is how to request and use time off for voting: Step 1: Check your work schedule and poll hours. First, determine if you have sufficient time to vote before or after your shift. California's voting time-off law only applies if your work schedule conflicts with poll hours, making it difficult for you to vote on your own time. Step 2: Provide advance notice to your employer. You must notify your employer that you need to take time off to vote at least two working days before Election Day. While the law does not require written notice, sending a simple email creates a record of your request. Step 3: Coordinate the time with your employer. The time off must be scheduled at the beginning or end of your regular work shift, whichever allows the most free time for voting and is least disruptive to your employer’s operations. You and your employer should agree on the timing. Step 4: Take your time off and get paid. You are entitled to be paid for up to two hours of the time you take off to vote. If you need more than two hours, that additional time can be unpaid. Be sure to follow your employer’s normal timekeeping procedures. Important Details and Nuances: Your employer is required by law to post a notice about these employee voting rights in a conspicuous place at your worksite at least 10 days before a statewide election. This right applies to all statewide elections. Warnings and Limitations: It is a misdemeanor for your employer to refuse your valid request for time off to vote or to retaliate against you for taking it. If your employer denies your request or threatens discipline, you should document the interaction and consider reporting it to the California Secretary of State's Elections Division or your county's District Attorney. This is general information and does not constitute legal advice. For complex situations, such as employer retaliation, you should consult with a qualified California attorney.