{
  "name": "Captive-audience meeting bans by US state \u2014 whether an employer can require attendance at a meeting on political or religious matters, quoted from the state's own statute",
  "description": "A growing number of states now bar employers from disciplining or firing a worker for declining to attend an employer-sponsored meeting whose primary purpose is to communicate the employer's opinion on religious or political matters \u2014 the mechanism used to hold mandatory anti-union meetings during an organizing campaign. New Jersey was first, in 2006 (P.L.2006, c.53, broadened again by P.L.2025, c.138), and Oregon followed in 2010; Connecticut, New York, Minnesota, Illinois, Maine, Vermont, Washington, Hawaii, Alaska and California came 2022\u20132025, and more states have bills pending each session, so the list itself is a moving target that existing narrative law-firm blog posts (GovDocs, Venable, National Law Review) describe in prose without a per-state citation table and go stale within a session \u2014 GovDocs' own August 2024 post already undercounts today's 12-state list. Each record is one state with a ban in force, giving the statute's own definition of political/religious matters, its exceptions (routinely: religious employers, political organizations, legally-required communications, and voluntary-attendance meetings), whether it creates a private right of action or only agency enforcement, and the effective date. States with no ban, and states where only a bill has been introduced, are omitted rather than asserted. Answers 'can my employer make me go to a captive audience meeting', 'is it legal to require attendance at an anti-union meeting', 'what states ban captive audience meetings'.",
  "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/",
  "licence": "unknown",
  "last_verified": "2026-09-02",
  "stale_after": "2027-03-01",
  "sources": [
    "https://www.akleg.gov/basis/statutes.asp?media=print&type=fetch&secEnd=23.10.500",
    "https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=1137.",
    "https://www.cga.ct.gov/current/pub/chap_557.htm#sec_31-51q",
    "https://www.capitol.hawaii.gov/hrscurrent/Vol07_Ch0346-0398/HRS0377/HRS_0377-0006.htm",
    "https://www.ilga.gov/Legislation/ILCS/Articles?ActID=4525&ChapterID=68",
    "https://legislature.maine.gov/statutes/26/title26sec600-B.html",
    "https://www.revisor.mn.gov/statutes/cite/181.531",
    "https://law.justia.com/codes/new-jersey/title-34/section-34-19-10/",
    "https://www.nysenate.gov/legislation/laws/LAB/201-D",
    "https://oregon.public.law/statutes/ors_659.785",
    "https://legislature.vermont.gov/statutes/section/21/005/00495o",
    "https://app.leg.wa.gov/RCW/default.aspx?cite=49.44.250"
  ],
  "records": [
    {
      "jurisdiction": "Alaska",
      "prohibition": "(a) An employer, either personally or through an agent or representative, may not take or threaten to take adverse employment action against an employee because that employee refuses to: (1) attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; or (2) listen to communications, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters.",
      "exceptions": "(c) This section does not prohibit: (1) an employer or its agent or representative from communicating to its employees information the employer is required by law to communicate; (B) necessary for an employee to perform the employee's job; or (C) directly related to, or relevant to, the workplace. (2) an institution of higher education or its agent or representative from communicating to its employees coursework, symposia, or an academic program; (3) a requirement that an employer's executive personnel listen to communications about the employer's business; (4) a bona fide religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the primary purpose of communicating the employer's religious beliefs, practices, or tenets. (d) The provisions of this section do not apply to informational meetings otherwise required by local, state, or federal law.",
      "enforcement": "(b) An employer found to violate (a) of this section is liable for the employee's lost wages resulting from the employee's decision not to participate or any adverse employment action taken as a result.",
      "statute_citation": "Sec. 23.10.450",
      "id": "alaska",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/alaska/",
      "source": "https://www.akleg.gov/basis/statutes.asp?media=print&type=fetch&secEnd=23.10.500",
      "source_quote": "(a) An employer, either personally or through an agent or representative, may not take or threaten to take adverse employment action against an employee because that employee refuses to: (1) attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters; or (2) listen to communications, the primary purpose of which is to communicate the employer's opinion about religious matters or political matters.",
      "verified_fields": [
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "California",
      "prohibition": "(c) An employer, except as provided in subdivisions (g) and (h), shall not subject, or threaten to subject, an employee to discharge, discrimination, retaliation, or any other adverse action because the employee declines to attend an employer-sponsored meeting or affirmatively declines to participate in, receive, or listen to any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer\u2019s opinion about religious or political matters. An employee who is working at the time of the meeting and elects not to attend a meeting described in this subdivision shall continue to be paid while the meeting is held.",
      "exceptions": "(g) This section does not prohibit any of the following: (1) An employer from communicating to its employees any information that the employer is required by law to communicate, but only to the extent of that legal requirement. (2) An employer from communicating to its employees any information that is necessary for those employees to perform their job duties. (3) An institution of higher education, or any agent, representative, or designee of that institution, from meeting with or participating in any communications with its employees that are part of coursework, any symposia, or an academic program at that institution. (4) An employer that is a public entity from communicating to its employees any information related to a policy of the public entity or any law or regulation that the public entity is responsible for administering. (h) This section does not apply to any of the following: (1) A religious corporation, entity, association, educational institution, or society that is exempt from the requirements of Title VII of the Civil Rights Act of 1964 (Public Law 88-352) pursuant to 42 U.S.C. 2000e-1(a) or is exempt from employment discrimination protections of state law, including, but not limited to, subdivision (d) of Section 12926 of the Government Code, except as provided in Section 12926.2 of the Government Code, and subdivision (d) of Section 98.6 of the Labor Code, with respect to speech on religious matters to employees who perform work connected with the activities undertaken by that religious corporation, entity, association, educational institution, or society. (2) A political organization or party requiring its employees to attend an employer-sponsored meeting or to participate in any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer\u2019s political tenets or purposes. (3) An educational institution requiring a student or instructor to attend lectures on political or religious matters that are part of the regular coursework at the institution. (4) A nonprofit, tax-exempt training program requiring a student or instructor to attend classroom instruction, complete fieldwork, or perform community service hours on political or religious matters as it relates to the mission of the training program or sponsor. (5) An employer requiring employees to undergo training to comply with the employer\u2019s legal obligations, including obligations under civil rights laws and occupational safety and health laws. (6) A public employer holding a new employee orientation, as defined in Section 3555.5 of the Government Code, or a provider holding an orientation as described in Section 12301.24 of the Welfare and Institutions Code.",
      "enforcement": "(d) In addition to any other remedy, an employer who violates this section shall be subject to a civil penalty of five hundred dollars ($500) per employee for each violation. (e) The Labor Commissioner may enforce this section, including investigating an alleged violation, and ordering appropriate temporary relief to mitigate a violation or maintain the status quo pending the completion of a full investigation or hearing through the procedures set forth in Section 98.3, 98.7, 98.74, or 1197.1, including issuing a citation against an employer who violates this section and filing a civil action. If a citation is issued, the procedures for issuing, contesting, and enforcing judgments for citations and civil penalties issued by the Labor Commissioner shall be the same as those set out in Section 98.74 or 1197.1, as applicable. (f) (1) Alternatively to subdivision (e), any employee who has suffered a violation of subdivision (c) may bring a civil action in a court of competent jurisdiction for damages caused by that adverse action, including punitive damages. (2) In any civil action brought pursuant to paragraph (1), an employee or their exclusive representative may petition the superior court in any county wherein the violation in question is alleged to have occurred, or wherein the person resides or transacts business, for appropriate temporary or preliminary injunctive relief.",
      "statute_citation": "LAB 1137",
      "effective_date": "January 1, 2025",
      "id": "california",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/california/",
      "source": "https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=1137.",
      "source_quote": "(c) An employer, except as provided in subdivisions (g) and (h), shall not subject, or threaten to subject, an employee to discharge, discrimination, retaliation, or any other adverse action because the employee declines to attend an employer-sponsored meeting or affirmatively declines to participate in, receive, or listen to any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer\u2019s opinion about religious or political matters. An employee who is working at the time of the meeting and elects not to attend a meeting described in this subdivision shall continue to be paid while the meeting is held.",
      "verified_fields": [
        "effective_date",
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Connecticut",
      "prohibition": "(b) Except as provided in subsections (c) and (d) of this section, any employer, including the state and any instrumentality or political subdivision thereof, who subjects or threatens to subject any employee to discipline or discharge on account of (1) the exercise by such employee of rights guaranteed by the first amendment to the United States Constitution or section 3, 4 or 14 of article first of the Constitution of the state, provided such activity does not substantially or materially interfere with the employee's bona fide job performance or the working relationship between the employee and the employer, shall be liable to such employee for damages caused by such discipline or discharge, including punitive damages, and for reasonable attorney's fees as part of the costs of any such action for damages; or (2) such employee's refusal to (A) attend an employer-sponsored meeting with the employer or its agent, representative or designee, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters, or (B) listen to speech or view communications, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters, shall be liable to such employee for the full amount of gross loss of wages or compensation, with costs and such reasonable attorney's fees as may be allowed by the court.",
      "exceptions": "(c) Nothing in this section shall prohibit: (1) An employer or its agent, representative or designee from communicating to its employees any information that the employer is required by law to communicate, but only to the extent of such legal requirement; (2) an employer or its agent, representative or designee from communicating to its employees any information that is necessary for such employees to perform their job duties; (3) an institution of higher education, or any agent, representative or designee of such institution, from meeting with or participating in any communications with its employees that are part of coursework, any symposia or an academic program at such institution; (4) casual conversations between employees or between an employee and an agent, representative or designee of an employer, provided participation in such conversations is not required; or (5) a requirement limited to the employer's managerial and supervisory employees. (d) The provisions of this section shall not apply to a religious corporation, entity, association, educational institution or society that is exempt from the requirements of Title VII of the Civil Rights Act of 1964 pursuant to 42 USC 2000e-1(a) or is exempt from sections 4a-60a , 46a-81b to 46a-81o , inclusive, pursuant to section 46a-81p with respect to speech on religious matters to employees who perform work connected with the activities undertaken by such religious corporation, entity, association, educational institution or society.",
      "enforcement": "shall be liable to such employee for the full amount of gross loss of wages or compensation, with costs and such reasonable attorney's fees as may be allowed by the court. If the court determines that such action for damages was brought without substantial justification, the court may award costs and reasonable attorney's fees to the employer.",
      "statute_citation": "Sec. 31-51q",
      "effective_date": "July 1, 2022",
      "id": "connecticut",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/connecticut/",
      "source": "https://www.cga.ct.gov/current/pub/chap_557.htm#sec_31-51q",
      "source_quote": "(b) Except as provided in subsections (c) and (d) of this section, any employer, including the state and any instrumentality or political subdivision thereof, who subjects or threatens to subject any employee to discipline or discharge on account of (1) the exercise by such employee of rights guaranteed by the first amendment to the United States Constitution or section 3, 4 or 14 of article first of the Constitution of the state, provided such activity does not substantially or materially interfere with the employee's bona fide job performance or the working relationship between the employee and the employer, shall be liable to such employee for damages caused by such discipline or discharge, including punitive damages, and for reasonable attorney's fees as part of the costs of any such action for damages; or (2) such employee's refusal to (A) attend an employer-sponsored meeting with the employer or its agent, representative or designee, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters, or (B) listen to speech or view communications, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters, shall be liable to such employee for the full amount of gross loss of wages or compensation, with costs and such reasonable attorney's fees as may be allowed by the court.",
      "verified_fields": [
        "effective_date",
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Hawaii",
      "prohibition": "(14) Discharge, discipline, or otherwise penalize or threaten any adverse employment action against an employee because the employee declines to: (A) Attend or participate in an employer-sponsored meeting, or any portion of a meeting, that communicates the opinion of the employer about political matters; or (B) Receive or listen to a communication from the employer that communicates the opinion of the employer about political matters;",
      "exceptions": "provided that this paragraph shall not limit the rights of an employer to conduct meetings or to engage in communications involving political matters as long as attendance by the employees is wholly voluntary.",
      "statute_citation": "\u00a7377-6",
      "id": "hawaii",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/hawaii/",
      "source": "https://www.capitol.hawaii.gov/hrscurrent/Vol07_Ch0346-0398/HRS0377/HRS_0377-0006.htm",
      "source_quote": "(14) Discharge, discipline, or otherwise penalize or threaten any adverse employment action against an employee because the employee declines to: (A) Attend or participate in an employer-sponsored meeting, or any portion of a meeting, that communicates the opinion of the employer about political matters; or (B) Receive or listen to a communication from the employer that communicates the opinion of the employer about political matters;",
      "verified_fields": [
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Illinois",
      "prohibition": "Sec. 15. Employee protections. An employer or the employer's agent, representative, or designee may not discharge, discipline, or otherwise penalize, threaten to discharge, discipline, or otherwise penalize, or take any adverse employment action against an employee: (1) because the employee declines to attend or | | participate in an employer-sponsored meeting or declines to receive or listen to communications from the employer or the agent, representative, or designee of the employer if the meeting or communication is to communicate the opinion of the employer about religious matters or political matters; | | (2) as a means of inducing an employee to attend or | | participate in meetings or receive or listen to communications described in paragraph (1); or | | (3) because the employee, or a person acting on | | behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this Act.",
      "exceptions": "Sec. 35. Exceptions. Nothing in this Act: (1) prohibits communications of information that the | | employer is required by law to communicate, but only to the extent of the lawful requirement; | | (2) limits the rights of an employer or its agent, | | representative, or designee to conduct meetings involving religious matters or political matters, so long as attendance is voluntary, or to engage in communications, so long as receipt or listening is voluntary; | | (3) limits the rights of an employer or its agent, | | representative, or designee from communicating to its employees any information that is necessary for the employees to perform their required job duties; | | (4) prohibits an employer or its agent, | | representative, or designee from requiring its employees to attend any training intended to foster a civil and collaborative workplace or reduce or prevent workplace harassment or discrimination; | | (5) prohibits an institution of higher education, or | | any agent, representative, or designee of the institution, from conducting meetings or participating in any communications with its employees concerning any coursework, symposia, research, publication, or an academic program at the institution; | | (6) prohibits a political organization, a political | | party organization, a caucus organization, a candidate's political organization, or a not-for-profit organization that is exempt from taxation under Section 501(c)(4), 501(c)(5), or 501(c)(6) of the Internal Revenue Code from requiring its staff or employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative or designee for the purpose of communicating the employer's political tenets or purposes; | | (7) prohibits the General Assembly or a State or | | local legislative or regulatory body from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the purpose of communicating the employer's proposals to change legislation, proposals to change regulations, or proposals to change public policy; or | | (8) prohibits a religious organization from requiring | | its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the purpose of communicating the employer's religious beliefs, practices, or tenets.",
      "enforcement": "Sec. 20. Right of action. An aggrieved employee may bring a civil action to enforce any provision of this Act no later than one year after the date of the alleged violation. A civil action may be brought by one or more employees for and on behalf of themselves and other employees similarly situated. The court may award a prevailing employee all appropriate relief, including injunctive relief, reinstatement to the employee's former position or an equivalent position, back pay, reestablishment of any employee benefits, including seniority, to which the employee would otherwise have been eligible if the violation had not occurred, and any other appropriate relief as deemed necessary by the court to make the employee whole. The court shall award a prevailing employee reasonable attorney's fees and costs.",
      "statute_citation": "820 ILCS 57",
      "effective_date": "1-1-25",
      "id": "illinois",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/illinois/",
      "source": "https://www.ilga.gov/Legislation/ILCS/Articles?ActID=4525&ChapterID=68",
      "source_quote": "Sec. 15. Employee protections. An employer or the employer's agent, representative, or designee may not discharge, discipline, or otherwise penalize, threaten to discharge, discipline, or otherwise penalize, or take any adverse employment action against an employee: (1) because the employee declines to attend or | | participate in an employer-sponsored meeting or declines to receive or listen to communications from the employer or the agent, representative, or designee of the employer if the meeting or communication is to communicate the opinion of the employer about religious matters or political matters; | | (2) as a means of inducing an employee to attend or | | participate in meetings or receive or listen to communications described in paragraph (1); or | | (3) because the employee, or a person acting on | | behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this Act.",
      "verified_fields": [
        "effective_date",
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Maine",
      "prohibition": "2. Adverse action prohibited. An employer or the employer's agent, representative or designee may not discharge, discipline or otherwise penalize or threaten to discharge, discipline or otherwise penalize or take any adverse employment action against an employee because: A. The employee declines to attend or participate in an employer-sponsored meeting, or any portion of such a meeting, that communicates the opinion of the employer about religious or political matters; [PL 2023, c. 414, \u00a71 (NEW).] B. The employee declines to receive or listen to a communication from the employer or the agent, representative or designee of the employer, or any portion of such a communication, that communicates the opinion of the employer about religious or political matters; or [PL 2023, c. 414, \u00a71 (NEW).] C. The employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this section. [PL 2023, c. 414, \u00a71 (NEW).]",
      "exceptions": "5. Communications and rights not affected. This section does not: A. Prohibit communications of information that the employer is required by law to communicate, but only to the extent of the lawful requirement; [PL 2023, c. 414, \u00a71 (NEW).] B. Limit the rights of an employer or its agent, representative or designee to conduct meetings involving religious matters or political matters as long as attendance is wholly voluntary or to engage in communications as long as receipt or listening is wholly voluntary; or [PL 2023, c. 414, \u00a71 (NEW).] C. Limit the rights of an employer or its agent, representative or designee from communicating to its employees any information that is necessary for such employees to perform their lawfully required job duties. [PL 2023, c. 414, \u00a71 (NEW).] [PL 2023, c. 414, \u00a71 (NEW).] 6. Exemption. This section does not apply to a religious employer.",
      "enforcement": "3. Enforcement. An aggrieved employee may bring a civil action to enforce this section no later than 90 days after the date of the alleged violation in the Superior Court for the county where the violation is alleged to have occurred or where the principal office of the employer is located. The court may award a prevailing employee all appropriate relief, including injunctive relief, reinstatement to the employee's former position or an equivalent position, back pay and reestablishment of any employee benefits, including seniority, to which the employee would otherwise have been eligible if the violation had not occurred and any other appropriate relief as considered necessary by the court.",
      "statute_citation": "Title 26, \u00a7600-B",
      "id": "maine",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/maine/",
      "source": "https://legislature.maine.gov/statutes/26/title26sec600-B.html",
      "source_quote": "2. Adverse action prohibited. An employer or the employer's agent, representative or designee may not discharge, discipline or otherwise penalize or threaten to discharge, discipline or otherwise penalize or take any adverse employment action against an employee because: A. The employee declines to attend or participate in an employer-sponsored meeting, or any portion of such a meeting, that communicates the opinion of the employer about religious or political matters; [PL 2023, c. 414, \u00a71 (NEW).] B. The employee declines to receive or listen to a communication from the employer or the agent, representative or designee of the employer, or any portion of such a communication, that communicates the opinion of the employer about religious or political matters; or [PL 2023, c. 414, \u00a71 (NEW).] C. The employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this section. [PL 2023, c. 414, \u00a71 (NEW).]",
      "verified_fields": [
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Minnesota",
      "prohibition": "Subdivision 1.Prohibition. An employer or the employer's agent, representative, or designee must not discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize or take any adverse employment action against an employee: (1) because the employee declines to attend or participate in an employer-sponsored meeting or declines to receive or listen to communications from the employer or the agent, representative, or designee of the employer if the meeting or communication is to communicate the opinion of the employer about religious or political matters; (2) as a means of inducing an employee to attend or participate in meetings or receive or listen to communications described in clause (1); or (3) because the employee, or a person acting on behalf of the employee, makes a good-faith report, orally or in writing, of a violation or a suspected violation of this section.",
      "exceptions": "Subd. 4.Scope. This section does not: (1) prohibit communications of information that the employer is required by law to communicate, but only to the extent of the lawful requirement; (2) limit the rights of an employer or its agent, representative, or designee to conduct meetings involving religious or political matters so long as attendance is wholly voluntary or to engage in communications so long as receipt or listening is wholly voluntary; or (3) limit the rights of an employer or its agent, representative, or designee from communicating to its employees any information, or requiring employee attendance at meetings and other events, that is necessary for the employees to perform their lawfully required job duties.",
      "enforcement": "Subd. 2.Remedies. An aggrieved employee may bring a civil action to enforce this section no later than 90 days after the date of the alleged violation in the district court where the violation is alleged to have occurred or where the principal office of the employer is located. The court may award a prevailing employee all appropriate relief, including injunctive relief, reinstatement to the employee's former position or an equivalent position, back pay and reestablishment of any employee benefits, including seniority, to which the employee would otherwise have been eligible if the violation had not occurred and any other appropriate relief as deemed necessary by the court to make the employee whole. The court shall award a prevailing employee reasonable attorney fees and costs.",
      "statute_citation": "181.531",
      "id": "minnesota",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/minnesota/",
      "source": "https://www.revisor.mn.gov/statutes/cite/181.531",
      "source_quote": "Subdivision 1.Prohibition. An employer or the employer's agent, representative, or designee must not discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize or take any adverse employment action against an employee: (1) because the employee declines to attend or participate in an employer-sponsored meeting or declines to receive or listen to communications from the employer or the agent, representative, or designee of the employer if the meeting or communication is to communicate the opinion of the employer about religious or political matters; (2) as a means of inducing an employee to attend or participate in meetings or receive or listen to communications described in clause (1); or (3) because the employee, or a person acting on behalf of the employee, makes a good-faith report, orally or in writing, of a violation or a suspected violation of this section.",
      "verified_fields": [
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "New Jersey",
      "prohibition": "2. a. No employer or employer's agent, representative, or designee may, except as provided in subsection b. of this section or section 3 of P.L.2006, c.53 (C.34:19-11), require its employees to attend an employer-sponsored meeting or participate in any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer's opinion about religious or political matters.",
      "exceptions": "b. Nothing in P.L.2006, c.53 (C.34:19-9 et seq.): (1) prohibits an employer from permitting its employees to voluntarily attend employer-sponsored meetings or providing other communications to the employees, if the employer notifies the employees that they may refuse to attend the meetings or accept the communications without penalty; (2) prohibits communications of information that the employer is required by law to communicate; (3) limits the rights of an employer or its agent, representative, or designee from communicating to its employees any information that is necessary for the employees to perform their required job duties, including by requiring employees to attend a meeting or participate in communications; (4) prohibits an employer or its agent or representative, or designee from requiring its employees to attend any training to reduce or prevent unlawful workplace harassment or discrimination; (5) prohibits an institution of higher education, or any agent, representative, or designee of the institution, from conducting mandatory meetings or participating in any communications with its employees concerning any coursework, symposia, research, publication, or an academic program at the institution; (6) prohibits, where lawful, a candidate, candidate committee, joint candidates committee, political committee, continuing political committee, independent expenditure committee, political party committee or legislative leadership committee, lobbyist as defined in section 3 of P.L.1971, c.183 (C.52:13C-20), or a not-for-profit organization that is exempt from taxation under section 501(c)(3), 501(c)(4), 501(c)(5), or 501(c)(6) of the Internal Revenue Code (26 U.S.C. 501(c)(3) to 501(c)(6)), from requiring its staff or employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the purpose of communicating electioneering matters; (7) prohibits the State and any political subdivision or other instrumentality of the State from requiring their employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the purpose of communicating the employer's proposals to change legislation, proposals to change regulations, or proposals to change public policy; or (8) prohibits a religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer's agent, representative, or designee for the purpose of communicating the employer's religious beliefs, practices, or tenets.",
      "statute_citation": "34:19-10",
      "id": "new-jersey",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/new-jersey/",
      "source": "https://law.justia.com/codes/new-jersey/title-34/section-34-19-10/",
      "source_quote": "2. a. No employer or employer's agent, representative, or designee may, except as provided in subsection b. of this section or section 3 of P.L.2006, c.53 (C.34:19-11), require its employees to attend an employer-sponsored meeting or participate in any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer's opinion about religious or political matters.",
      "verified_fields": [
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "New York",
      "prohibition": "2. Unless otherwise provided by law, it shall be unlawful for any employer or employment agency to refuse to hire, employ or license, or to discharge from employment or otherwise discriminate against an individual in compensation, promotion or terms, conditions or privileges of employment because of: a. an individual's political activities outside of working hours, off of the employer's premises and without use of the employer's equipment or other property, if such activities are legal, provided, however, that this paragraph shall not apply to persons whose employment is defined in paragraph six of subdivision (a) of section seventy-nine-h of the civil rights law, and provided further that this paragraph shall not apply to persons who would otherwise be prohibited from engaging in political activity pursuant to chapter 15 of title 5 and subchapter III of chapter 73 of title 5 of the USCA; b. an individual's legal use of consumable products, including cannabis in accordance with state law, prior to the beginning or after the conclusion of the employee's work hours, and off of the employer's premises and without use of the employer's equipment or other property; c. an individual's legal recreational activities, including cannabis in accordance with state law, outside work hours, off of the employer's premises and without use of the employer's equipment or other property; d. an individual's membership in a union or any exercise of rights granted under Title 29, USCA, Chapter 7 or under article fourteen of the civil service law; or e. an individual's refusal to: (i) attend an employer-sponsored meeting with the employer or its agent, representative or designee, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters; or (ii) listen to speech or view communications, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters.",
      "exceptions": "8. Nothing in this section shall prohibit: (i) an employer or its agent, representative or designee from communicating to its employees any information that the employer is required by law to communicate, but only to the extent of such legal requirement; (ii) an employer or its agent, representative or designee from communicating to its employees any information that is necessary for such employees to perform their job duties; (iii) an institution of higher education, or any agent, representative or designee of such institution, from meeting with or participating in any communications with its employees that are part of coursework, any symposia or an academic program at such institution; (iv) casual conversations between employees or between an employee and an agent, representative or designee of an employer, provided participation in such conversations is not required; or (v) a requirement limited to the employer's managerial and supervisory employees. 9. The provisions of this section shall not apply to a religious corporation, entity, association, educational institution or society that is exempt from the requirements of Title VII of the Civil Rights Act of 1964 pursuant to 42 USC 2000e-1(a) with respect to speech on religious matters to employees who perform work connected with the activities undertaken by such religious corporation, entity, association, educational institution or society.",
      "enforcement": "7. a. Where a violation of this section is alleged to have occurred, the attorney general may apply in the name of the people of the state of New York for an order enjoining or restraining the commission or continuance of the alleged unlawful acts. In any such proceeding, the court may impose a civil penalty in the amount of three hundred dollars for the first violation and five hundred dollars for each subsequent violation. b. In addition to any other penalties or actions otherwise applicable pursuant to this chapter, where a violation of this section is alleged to have occurred, an aggrieved individual may commence an action for equitable relief and damages.",
      "statute_citation": "\u00a7 201-d",
      "id": "new-york",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/new-york/",
      "source": "https://www.nysenate.gov/legislation/laws/LAB/201-D",
      "source_quote": "2. Unless otherwise provided by law, it shall be unlawful for any employer or employment agency to refuse to hire, employ or license, or to discharge from employment or otherwise discriminate against an individual in compensation, promotion or terms, conditions or privileges of employment because of: a. an individual's political activities outside of working hours, off of the employer's premises and without use of the employer's equipment or other property, if such activities are legal, provided, however, that this paragraph shall not apply to persons whose employment is defined in paragraph six of subdivision (a) of section seventy-nine-h of the civil rights law, and provided further that this paragraph shall not apply to persons who would otherwise be prohibited from engaging in political activity pursuant to chapter 15 of title 5 and subchapter III of chapter 73 of title 5 of the USCA; b. an individual's legal use of consumable products, including cannabis in accordance with state law, prior to the beginning or after the conclusion of the employee's work hours, and off of the employer's premises and without use of the employer's equipment or other property; c. an individual's legal recreational activities, including cannabis in accordance with state law, outside work hours, off of the employer's premises and without use of the employer's equipment or other property; d. an individual's membership in a union or any exercise of rights granted under Title 29, USCA, Chapter 7 or under article fourteen of the civil service law; or e. an individual's refusal to: (i) attend an employer-sponsored meeting with the employer or its agent, representative or designee, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters; or (ii) listen to speech or view communications, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters.",
      "verified_fields": [
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Oregon",
      "prohibition": "(1) An employer or the employer\u2019s agent, representative or designee may not discharge, discipline or otherwise penalize or threaten to discharge, discipline or otherwise penalize or take any adverse employment action against an employee: (a) Because the employee declines to attend or participate in an employer-sponsored meeting or communication with the employer or the agent, representative or designee of the employer if the primary purpose of the meeting or communication is to communicate the opinion of the employer about religious or political matters; (b) As a means of requiring an employee to attend a meeting or participate in communications described in paragraph (a) of this subsection; or (c) Because the employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this section. This paragraph does not apply if the employee knows that the report is false.",
      "exceptions": "(4) This section does not: (a) Limit an employee\u2019s right to bring a common law cause of action against an employer for wrongful termination; (b) Diminish or impair the rights of a person under a collective bargaining agreement; (c) Limit the application of ORS 260.432 (Solicitation of public employees) ; (d) Prohibit a religious organization from requiring its employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer\u2019s agent, representative or designee for the primary purpose of communicating the employer\u2019s religious beliefs, practices or tenets; (e) Prohibit a political organization, including a political party or other organization that engages, in substantial part, in political matters, from requiring the political organization\u2019s employees to attend an employer-sponsored meeting or participate in any communication with the employer or the employer\u2019s agent, representative or designee for the primary purpose of communicating the employer\u2019s political tenets or purposes; (f) Prohibit communications of information about religious or political matters that the employer is required by law to communicate, but only to the extent of the lawful requirement; (g) Prohibit mandatory meetings of an employer\u2019s executive or administrative personnel to discuss issues related to the employer\u2019s business, including those issues addressed in this section; or (h) Limit the rights of an employer to offer meetings, forums or other communications about religious or political matters for which attendance or participation is strictly voluntary.",
      "enforcement": "(2) An aggrieved employee may bring a civil action to enforce this section no later than 90 days after the date of the alleged violation in the circuit court of the judicial district where the violation is alleged to have occurred or where the principal office of the employer is located. The court may award a prevailing employee all appropriate relief, including injunctive relief, rehiring or reinstatement of the employee to the employee\u2019s former position or an equivalent position, back pay and reestablishment of any employee benefits, including seniority, to which the employee would otherwise have been eligible if the violation had not occurred and any other appropriate relief as deemed necessary by the court to make the employee whole. The court shall award a prevailing employee treble damages, together with reasonable attorney fees and costs.",
      "statute_citation": "ORS 659.785",
      "id": "oregon",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/oregon/",
      "source": "https://oregon.public.law/statutes/ors_659.785",
      "source_quote": "(1) An employer or the employer\u2019s agent, representative or designee may not discharge, discipline or otherwise penalize or threaten to discharge, discipline or otherwise penalize or take any adverse employment action against an employee: (a) Because the employee declines to attend or participate in an employer-sponsored meeting or communication with the employer or the agent, representative or designee of the employer if the primary purpose of the meeting or communication is to communicate the opinion of the employer about religious or political matters; (b) As a means of requiring an employee to attend a meeting or participate in communications described in paragraph (a) of this subsection; or (c) Because the employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this section. This paragraph does not apply if the employee knows that the report is false.",
      "verified_fields": [
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Vermont",
      "prohibition": "(a) An employer, or an employer\u2019s agent, shall not discharge, discipline, penalize, or otherwise discriminate against, or threaten to discharge, discipline, penalize, or otherwise discriminate against, an employee: (1) because the employee declines: (A) to attend or participate in an employer-sponsored meeting that has the primary purpose of communicating the employer\u2019s opinion about religious or political matters; or (B) to view or participate in communications with or from the employer or the employer\u2019s agent that have the primary purpose of communicating the employer\u2019s opinion about religious or political matters; or (2) as a means of requiring an employee to: (A) attend an employer-sponsored meeting that has the primary purpose of communicating the employer\u2019s opinion about religious or political matters; or (B) view or participate in communications with or from the employer or the employer\u2019s agent that have the primary purpose of communicating the employer\u2019s opinion about religious or political matters.",
      "exceptions": "(c) Nothing in this section shall be construed to prohibit an employer that is a religious or denominational institution or organization, or any organization operated for charitable or educational purposes, that is operated, supervised, or controlled by or in connection with a religious organization, from: (1) communicating with its employees regarding the employer\u2019s opinion on religious matters; (2) requiring its employees to attend a meeting regarding the employer\u2019s opinion on religious matters; or (3) requiring its employees to view or participate in communications from the employer or the employer\u2019s agent regarding the employer\u2019s opinion on religious matters. (d) Nothing in this section shall be construed to prohibit an employer that is a political organization, a political party, or an organization that engages, in substantial part, in political matters from: (1) communicating with its employees regarding the employer\u2019s opinion on political matters; (2) requiring its employees to attend a meeting regarding the employer\u2019s opinion on political matters; or (3) requiring its employees to view or participate in communications from the employer or the employer\u2019s agent regarding the employer\u2019s opinion on political matters. (e) Nothing in this section shall be construed to prohibit an employer or the employer\u2019s agent from: (1) communicating information to an employee: (A) that the employer is required to communicate pursuant to State or federal law; or (B) that is necessary for the employee to perform the employee\u2019s job functions or duties; (2) requiring an employee to attend a meeting to discuss issues related to the employer\u2019s business or operation when the discussion is necessary for the employee to perform the employee\u2019s job functions or duties; or (3) offering meetings, forums, or other communications about religious or political matters for which attendance or participation is entirely voluntary.",
      "enforcement": "(f)(1) The penalty and enforcement provisions of section 495b of this subchapter shall apply to this section.",
      "statute_citation": "21 V.S.A. \u00a7 495o",
      "effective_date": "July 1, 2024",
      "id": "vermont",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/vermont/",
      "source": "https://legislature.vermont.gov/statutes/section/21/005/00495o",
      "source_quote": "(a) An employer, or an employer\u2019s agent, shall not discharge, discipline, penalize, or otherwise discriminate against, or threaten to discharge, discipline, penalize, or otherwise discriminate against, an employee: (1) because the employee declines: (A) to attend or participate in an employer-sponsored meeting that has the primary purpose of communicating the employer\u2019s opinion about religious or political matters; or (B) to view or participate in communications with or from the employer or the employer\u2019s agent that have the primary purpose of communicating the employer\u2019s opinion about religious or political matters; or (2) as a means of requiring an employee to: (A) attend an employer-sponsored meeting that has the primary purpose of communicating the employer\u2019s opinion about religious or political matters; or (B) view or participate in communications with or from the employer or the employer\u2019s agent that have the primary purpose of communicating the employer\u2019s opinion about religious or political matters.",
      "verified_fields": [
        "effective_date",
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    },
    {
      "jurisdiction": "Washington",
      "prohibition": "(1) Except as provided in subsections (2) and (3) of this section, any employer, including the state and any instrumentality or political subdivision thereof, may not subject or threaten to subject any employee to discipline or discharge, or otherwise penalize or take any adverse employment action against an employee: (a) On account of the employee's refusal to: (i) Attend or participate in an employer-sponsored meeting with the employer or its agent, representative, or designee, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters; or (ii) Listen to speech or view communications, including electronic communications, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters; or (b) As a means of requiring an employee to attend a meeting or participate in communications described in (a) of this subsection; or (c) Because the employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this section. This subsection (1)(c) does not apply if the employee knows that the report is false.",
      "exceptions": "(2) This section does not: (a) Prohibit an employer or its agent, representative, or designee from communicating to its employees any information that the employer is required by law to communicate, but only to the extent of the legal requirement; (b) Limit the rights of an employer to offer meetings, forums, or other communications about religious or political matters for which attendance or participation is strictly voluntary; (c) Limit the rights of an employer or its agent, representative, or designee from communicating to its employees any information, or requiring employee attendance at a meeting or other event, that is necessary for the employees to perform their lawfully required job duties; or (d) Prohibit an employer or its agent, representative, or designee from requiring its employees to attend any training intended to reduce and prevent workplace harassment or discrimination. (3) The provisions of this section do not apply to a religious corporation, entity, association, educational institution, or society that is exempt from the requirements of Title VII of the civil rights act of 1964 pursuant to 42 U.S.C. Sec. 2000e-1(a), with respect to speech on religious matters to employees who perform work connected with the activities undertaken by such religious corporation, entity, association, educational institution, or society.",
      "enforcement": "(4) An aggrieved employee may bring a civil action in superior court to enforce this section no later than 90 days after the date of the alleged violation. The court may award a prevailing employee all appropriate relief, including injunctive relief, reinstatement to the employee's former position or an equivalent position, back pay and reestablishment of any employee benefits, including seniority, to which the employee would otherwise have been eligible if the violation had not occurred, and any other appropriate relief as considered necessary by the court.",
      "statute_citation": "RCW 49.44.250",
      "id": "washington",
      "url": "https://referencesource.org/captive-audience-meeting-ban-by-state/washington/",
      "source": "https://app.leg.wa.gov/RCW/default.aspx?cite=49.44.250",
      "source_quote": "(1) Except as provided in subsections (2) and (3) of this section, any employer, including the state and any instrumentality or political subdivision thereof, may not subject or threaten to subject any employee to discipline or discharge, or otherwise penalize or take any adverse employment action against an employee: (a) On account of the employee's refusal to: (i) Attend or participate in an employer-sponsored meeting with the employer or its agent, representative, or designee, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters; or (ii) Listen to speech or view communications, including electronic communications, the primary purpose of which is to communicate the employer's opinion concerning religious or political matters; or (b) As a means of requiring an employee to attend a meeting or participate in communications described in (a) of this subsection; or (c) Because the employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, of a violation or a suspected violation of this section. This subsection (1)(c) does not apply if the employee knows that the report is false.",
      "verified_fields": [
        "enforcement",
        "exceptions",
        "prohibition"
      ],
      "derived_fields": [
        "jurisdiction",
        "statute_citation"
      ]
    }
  ]
}