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As of March 2024 we have renamed Apexchat to Blazeo. We are excited to share the next part of our journey with our customers and partners.
The name ApexChat implies that we are primarily a chat company, which is no longer true. Now we have many offerings, such as call center services, AI, Appointment setting, SMS Enablement, Market Automation, and Sales acceleration (Q2 2024), that go beyond chat. The new name will not only allow us to convey the breadth of our offering but will also better convey our company’s mission and values.
Blazeo, which is derived from the word Blaze, evokes a sense of passion, speed, and energy. A “Blaze” is captivating, illuminates, and represents explosive growth. Blazeo encapsulates our mission to ignite such growth for our customers and partners by delivering innovation with passion, speed, and energy.
Editor’s Note: This article was first published by Nolo here.
The laws of almost every state require employers to allow employees to take time off work to vote or participate in jury duty. These laws vary widely in the details, however -- some require employers to provide paid leave while others do not, some allow employers to require employees to provide written proof that they voted, and some actually impose criminal penalties on an employer who fires or otherwise penalizes an employee for taking time off work in order to vote.
Almost every state prohibits employers from disciplining or firing an employee who takes time off work to vote. Some state laws require employers to give their employees a specific amount of time off to cast their ballots. In some states, this time off must be paid; in others, it may be unpaid.
The obligations of these laws do not fall entirely on the employer, however. In some states, employees are entitled to time off only if they don't have enough time to get to the polls before or after work. Other states allow employees to take advantage of these laws only if they meet certain requirements, like proving that they actually cast ballots or giving their employers notice, in advance, that they intend to take time off work to vote.
In addition to these state law protections, you should check your employee handbook or other personnel policies for information on time off for voting. Some employers voluntarily adopt policies providing paid leave to cast a ballot.
Additional laws may apply. If your state isn't listed below, this means there is no law that specifically addresses the issue. However, there may be a state administrative regulation or local ordinance that does control. Call your local board of elections or your state labor department for more information.
Ala. Code § 17-1-5
Time off work for voting: Necessary time up to one hour. The employer may decide when hours may be taken.
Time off not required if: Employee has 2 nonwork hours before polls open or one nonwork hour after polls are open.
Time off is paid: No.
Employee must request leave in advance: “Reasonable notice.”
Alaska Stat. § 15.56.100
Time off work for voting: Not specified.
Time off not required if: Employee has 2 consecutive non-work hours at the beginning or end of shift when polls are open.
Time off is paid: Yes.
Ariz. Rev. Stat. § 16-402
Time off work for voting: As much time as will add up to 3 hours when combined with nonwork time. Employer may decide when hours are taken.
Time off not required if: Employee has 3 consecutive nonwork hours at beginning or end of shift when polls are open.
Time off is paid: Yes.
Employee must request leave in advance: Prior to the day of the election.
Ark. Code Ann. § 7-1-102
Time off work for voting: Employer must schedule employees’ work schedules on election days to enable employees to vote.
Time off is paid: No.
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Cal. Elec. Code § 14000
Time off work for voting: Up to 2 hours at beginning or end of shift, whichever gives employee most time to vote and takes least time off work.
Time off not required if: Employee has sufficient time to vote during nonwork time.
Time off is paid: Yes (up to 2 hours).
Employee must request leave in advance: 2 working days before election.
Colo. Rev. Stat. § 1-7-102
Time off work for voting: Up to 2 hours. Employer may decide when hours are taken, but employer must permit employee to take time at beginning or end of shift, if employee requests it.
Time off not required if: Employee has 3 nonwork hours when polls are open.
Time off is paid: Yes (up to 2 hours).
Employee must request leave in advance: Prior to election day.
Ga. Code Ann. § 21-2-404
Time off work for voting: Up to 2 hours. Employer may decide when hours are taken.
Time off not required if: Employee has 2 nonwork hours at beginning or end of shift when polls are open.
Time off is paid: No.
Employee must request leave in advance: “Reasonable notice.”
Haw. Rev. Stat. § 11-95
Time off work for voting: 2 consecutive hours excluding meal or rest breaks. Employer may not change employee’s regular work schedule.
Time off not required if: Employee has 2 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Employee required to show proof of voting: Only if employer is verifying whether employee voted when they took time off to vote. A voter’s receipt is proof of voting by the employee. If employer verifies that employee did not vote, hours off may be deducted from pay.
10 Ill. Comp. Stat. § § 5/7-42, 5/17-15
Time off work for voting: 2 hours. Employer may decide when hours are taken except that employer must permit a 2-hour absence during working hours if employee’s working hours begin less than 2 hours after opening of polls and end less than 2 hours before closing of polls.
Time off is paid: Yes.
Employee must request leave in advance: Prior to the day of election. One day in advance (for general or state election). Employer must give consent (for primary).
Iowa Code § 49.109
Time off work for voting: As much time as will add up to 3 hours when combined with nonwork time. Employer may decide when hours are taken.
Time off not required if: Employee has 3 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Employee must request leave in advance: In writing “prior to the date of the election.”
Kan. Stat. Ann. § 25-418
Time off work for voting: Up to 2 hours or as much time as will add up to 2 hours when combined with nonwork time. Employer may decide when hours are taken, but it may not be during a regular meal break.
Time off not required if: Employee has 2 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Ky. Const. § 148; Ky. Rev. Stat. Ann. § 118.035
Time off work for voting: “Reasonable time,” but not less than 4 hours. Employer may decide when hours are taken.
Time off is paid: No.
Employee must request leave in advance: One day before election.
Employee required to show proof of voting: No proof specified, but employee who takes time off and does not vote may be subject to disciplinary action.
Md. Code Ann. [Elec. Law] § 10-315
Time off work for voting: 2 hours.
Time off not required if: Employee has 2 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Employee required to show proof of voting: Yes; also includes attempting to vote. Must use state board of elections form.
Mass. Gen. Laws ch. 149, § 178
Time off work for voting: First 2 hours that polls are open. (Applies to workers in manufacturing, mechanical, or retail industries.)
Time off is paid: No.
Employee must request leave in advance: Must apply for leave of absence (no time specified).
Minn. Stat. Ann. § 204C.04
Time off work for voting: May be absent for the time necessary to appear at the employee's polling place, cast a ballot, and return to work.
Time off is paid: Yes.
Mo. Rev. Stat. § 115.639
Time off work for voting: 3 hours. Employer may decide when hours are taken.
Time off not required if: Employee has 3 consecutive nonwork hours when polls are open.
Time off is paid: Yes (if employee votes).
Employee must request leave in advance: “Prior to the day of election.”
Employee required to show proof of voting: None specified, but pay contingent on employee actually voting.
Neb. Rev. Stat. § 32-922
Time off work for voting: As much time as will add up to 2 consecutive hours when combined with nonwork time. Employer may decide when hours are taken.
Time off not required if: Employee has 2 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Employee must request leave in advance: Prior to or on election day.
Nev. Rev. Stat. Ann. § 293.463
Time off work for voting: If it is impracticable to vote before or after work: Employee who works 2 miles or less from polling place may take 1 hour; 2 to 10 miles, 2 hours; more than 10 miles, 3 hours. Employer will decide when hours are taken.
Time off not required if: Employee has sufficient nonwork time when polls are open.
Time off is paid: Yes.
Employee must request leave in advance: Prior to election day.
N.M. Stat. Ann. § 1-12-42
Time off work for voting: 2 hours. (Includes Indian nation, tribal, and pueblo elections.) Employer may decide when hours are taken.
Time off not required if: Employee’s workday begins more than 2 hours after polls open or ends more than 3 hours before polls close.
Time off is paid: Yes.
N.Y. Elec. Law § 3-110
Time off work for voting: Employee may take off as much working time as needed to vote at any election. Time off must come at beginning or end of shift, as determined by employer, unless otherwise mutually agreed.
Time off not required if: Employee has 4 consecutive nonwork hours at beginning or end of shift when polls are open.
Time off is paid: Yes (up to 3 hours).
Employee must request leave in advance: Not less than 2 working days before election.
N.D. Cent. Code § 16.1-01-02.1
Time off work for voting: Employers are encouraged to give employees time off to vote when regular work schedule conflicts with times polls are open.
Time off is paid: No.
Ohio Rev. Code Ann. § 3599.06
Time off work for voting: “Reasonable time.”
Time off is paid: Yes.
Okla. Stat. Ann. tit. 26, § 7-101
Time off work for voting: 2 hours, unless employee lives so far from polling place that more time is needed. Employer may decide when hours are taken or may change employee’s schedule to give employee nonwork time to vote.
Time off not required if: Employee’s workday begins at least 3 hours after polls open or ends at least 3 hours before polls close.
Time off is paid: Yes.
Employee must request leave in advance: Three days before election, either orally or in writing.
Employee required to show proof of voting: Yes.
S.D. Codified Laws Ann. § 12-3-5
Time off work for voting: 2 consecutive hours. Employer may decide when hours are taken.
Time off not required if: Employee has 2 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Tenn. Code Ann. § 2-1-106
Time off work for voting: “Reasonable time” up to 3 hours during the time polls are open. Employer may decide when hours are taken.
Time off not required if: Employee’s workday begins at least 3 hours after polls open or ends at least 3 hours before polls close.
Time off is paid: Yes.
Employee must request leave in advance: Before noon on the day before the election.
Tex. Elec. Code Ann. § 276.004
Time off work for voting: Employer may not refuse to allow employee to take time off to vote, but no time limit specified.
Time off not required if: Employee has 2 consecutive nonwork hours when polls are open.
Time off is paid: Yes.
Utah Code Ann. § 20A-3-103
Time off work for voting: 2 hours at beginning or end of shift. Employer may decide when hours are taken.
Time off not required if: Employee has at least 3 nonwork hours when polls are open.
Time off is paid: Yes.
Employee must request leave in advance: “Before election day.”
W.Va. Code § 3-1-42
Time off work for voting: Up to 3 hours. (Employers in health, transportation, communication, production, and processing facilities may change employee’s schedule so that time off doesn’t impair essential operations but must allow employee sufficient and convenient time to vote.)
Time off not required if: Employee has at least 3 nonwork hours when polls are open.
Time off is paid: Yes (if employee votes).
Employee must request leave in advance: Written request at least 3 days before election.
Employee required to show proof of voting: None specified, but time off will be deducted from pay if employee does not vote.
Wis. Stat. Ann. § 6.76
Time off work for voting: Up to 3 consecutive hours. Employer may decide when hours are taken.
Time off is paid: No.
Employee must request leave in advance: “Before election day.”
Wyo. Stat. § 22-2-111
Time off work for voting: One hour, other than a meal break. Employer may decide when the hour is taken.
Time off not required if: Employee has at least 3 consecutive nonwork hours when polls are open.
Time off is paid: Yes (if employee votes).
Employee required to show proof of voting: None specified, but pay contingent on employee voting.
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