Posted by Diane
The Jury Systems Improvement Act is a federal Act that helps to ensure that employers will not discriminate against workers that need to take time away from work in order to serve on a jury. When an employee receives a jury duty summons, the employee should notify the employer immediately of the summons so that the employer can begin to make arrangements.
Employers may not coerce or attempt to coerce employees to postpone jury duty service. There are conditions in which an employee can forgo jury duty service for his or her own reasons. For example, if an employee has a planned vacation or an illness, the employee may be able to postpone the jury duty service. However, these reasons must have nothing to do with the employer.
Employers may be fined up to $1,000 per incident, per employee, if they discriminate against an employee for attending jury duty. If the employer terminates an employee for serving on a jury, then the employer could have to pay for lost wages and benefits.
The employer will need to continue to provide the employee with benefits during the jury duty time, but will not need to pay the employee. The employers should also ensure that the employee can return to work at the end of the period of jury duty service to have the same job or an equivalent job as well as the same salary and benefits that he or she had prior to serving.
When an employee serves, the employee may be required to provide proof of the service, such as a notification from the clerk of the court for each day that the employee served. Also, the employee should return to work on any day that he or she is not actively serving. If the employee serves in the morning, she or he should return to work in the afternoon. CB
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