Q. What are California employers’ obligations with regard to workers who are called to serve on a jury? We often find our schedules disrupted, especially when the employee on jury duty gets stuck on a long trial.
A. California Labor Code Section 230 prohibits employers from discharging or otherwise discriminating against an employee for taking time off to serve on a jury, as long as the worker provides “reasonable notice” to the employer.
The statute provides that a worker who has been discharged in violation of this provision is entitled to reinstatement and the payment of back wages. Furthermore, an employer that willfully violates the statute may face misdemeanor charges.
California employers are not required to pay workers during their jury service. However, employers should be aware that if the worker is an, his or her exempt status could be threatened if the employer fails to pay the worker for an absence of less than a full week.
You may want to address jury duty in your employee handbook, including when and how employees should let the company know they have been called to serve on a jury.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/4081/working-around-employees-jury-duty-obligations "
- Don't let office romance poison workplace; third parties can sue
- Temple's nurse pool leads to labor headache
- Firing employees on FMLA leave: Occasionally legal, usually unwise
- Failing to transfer allergy sufferer may violate ADA.
- Look beyond employee's VA disability status to determine if he's disabled under ADA or state law