Run: Jury Duty Leave Policy

This policy explains how the company handles employee jury duty leave, including notice, documentation, pay coordination, timekeeping, return-to-work expectations, and reinstatement after service. The company will administer this policy in a manner consistent with applicable federal, state, and local law, including anti-retaliation protections and wage-and-hour requirements.

This policy applies to all employees, including full-time, part-time, temporary, and exempt or nonexempt employees, unless a more protective law or collective bargaining agreement applies. Where state or local law provides greater rights, the law controls. Employees should contact HR if they receive a jury summons or if they need help understanding how this policy applies in their jurisdiction.

**Jury duty leave** means approved time away from work for required jury service or related court attendance. **Jury summons** means the official notice requiring an employee to report for jury service. **Reinstatement** means returning the employee to the same or an equivalent position after jury duty leave, unless a different outcome is required by law or a legitimate business reason unrelated to the leave. **Pay coordination** means the process of determining whether the company provides paid leave, offsets pay with jury fees, or requires employees to remit jury compensation where permitted by law.

Employees may take leave when legally required to serve on a jury. Employees must provide prompt notice to their supervisor or HR and submit a copy of the jury summons as soon as practicable. The company prohibits retaliation, discipline, or adverse treatment because an employee requests or takes jury duty leave, appears for jury service, or provides documentation related to jury duty. The company will determine whether jury duty leave is paid or unpaid based on applicable law, employee classification, and company practice. For nonexempt employees, only hours actually worked are counted as hours worked under the FLSA; jury duty time is generally not compensable as worked time unless required by law or company policy. For exempt employees, salary deductions will be handled in compliance with the FLSA salary-basis rules. Employees are expected to keep HR informed of the expected duration of service and to report back to work promptly when released from jury duty or when excused for the day.

1. **Notice of summons**: The employee must notify their supervisor and HR as soon as they receive a jury summons and provide a copy of the summons. 2. **Scheduling review**: HR will review the summons, confirm the expected reporting dates, and determine whether any postponement, deferral, or exemption request is permitted under applicable law. 3. **Pay coordination**: HR will explain whether the employee will receive company-paid jury duty leave, whether jury fees must be remitted to the company, and how any court-issued compensation should be handled. Any offset or remittance practice must comply with applicable law. 4. **Timekeeping**: Nonexempt employees must accurately record all hours worked. Jury duty leave hours must be recorded using the designated leave code. Exempt employees should not have salary deductions made in a manner inconsistent with the FLSA. 5. **Daily updates**: If the court changes the reporting schedule, the employee must notify their supervisor as soon as possible. 6. **Return to work**: When jury service ends, the employee must report back to work on the next scheduled workday unless otherwise instructed by HR or the supervisor. 7. **Documentation on return**: HR may request a court release, attendance verification, or other reasonable documentation confirming the dates of service.

**Employee**: Provide timely notice, submit the summons, keep the company informed of schedule changes, accurately record time, and return to work when released. **Supervisor**: Receive notice, maintain operational coverage, and route the request to HR without discouraging or delaying the employee's service. **HR**: Review documentation, coordinate pay and leave coding, ensure compliance with applicable law, and manage reinstatement and any return-to-work questions. **Payroll**: Apply approved pay treatment, offsets, or deductions only as permitted by law and company policy.

Failure to provide a summons, to keep the company informed of schedule changes, or to accurately report time may result in corrective action, up to and including a documented warning or a performance improvement plan (PIP), unless the employee had a lawful reason for the omission. Any discipline must be applied in good faith and may not be based on the employee's protected jury service or other protected activity. The company will not retaliate against employees for requesting or taking jury duty leave, participating in protected concerted activity under the NLRA, or asserting rights under applicable leave or wage laws.

California employees: jury duty leave and any pay treatment must comply with California Labor Code and any applicable local ordinance. Illinois employees: scheduling and attendance practices must be consistent with the Illinois One Day Rest in Seven Act where applicable. Employees in jurisdictions with paid jury duty leave, witness leave, or court attendance protections will receive the greater benefit required by law. Any accommodation request related to a disability, medical condition, or court-related hardship will be handled through the interactive process under the ADA or applicable state law.

This policy will be reviewed at least annually and updated as needed to reflect changes in federal, state, and local law, payroll practices, and operational requirements. The policy holder is responsible for maintaining current jurisdiction-specific addenda, documenting revisions, and communicating material changes to employees.