7.3
Jury Duty Service All employees are entitled to Jury Duty Leave (whether paid or unpaid) to fulfill their civic and social responsibilities; this includes when employees have been assigned jury duty or have been requested to appear in court as a witness pursuant to a subpoena or court order. COPC, in its desire to ease any burden felt by its employees in undertaking such responsibilities, will provide paid benefits (as outlined below) to both its regular full-time exempt and non-exempt employees. Non-exempt (hourly) employees: COPC will provide up to twenty-four (24) hours of paid Jury Duty Leave to full-time non-exempt hourly employees. If employees need additional time away beyond 24 work hours to fulfill their civic and social responsibilities, they should use any available Floating Holidays or Paid time off (PTO). If Floating Holiday or Paid Time Off (PTO) benefits are not available, non-exempt, full-time employees are entitled to unpaid time away from work to complete their assignment. COPC provides unpaid Jury Duty Leave for its non-exempt, hourly part-time, temporary, and contingent employees. Exempt (salaried) employees: Salaried exempt employees will receive their usual salary for any week during which they are away from work for Jury Duty Leave if the time served is for less than the entire work week. Any full week during which an exempt employee performs no work for the entire week due to a jury duty assignment or court order may be unpaid once the Jury Duty Leave has been exhausted (beyond 24 hours). Paid Jury Duty Leave cannot be shared, does not accumulate, and cannot be carried over from one year to the next; rather it applies to each instance of jury duty assignment. Employees will receive paid Jury Duty Leave at their normal rate of pay on the regularly scheduled pay date. Paid Jury Duty Leave does not count as time worked for the purposes of calculating overtime. Witness Duty Leave of Absence Employees may be eligible to be approved for Witness Duty Leave of Absence when subpoenaed to testify in a criminal, civil, and/or juvenile court proceeding. Employees must provide their manager with the summons or court order for the need to
All employees may choose to supplement Jury Duty Leave with available PTO or Floating Holidays, should they wish to be paid in lieu of unpaid time away from work. Any pay the employee receives from the court as compensation for time spent is theirs to keep. In cases where court personnel request paid extensions for cases still at trial, Human Resource leadership should be consulted for consideration of the request. Employees appearing in their own case as a plaintiff or defendant or for a non- subpoenaed court appearance do not quality for pay under this policy; Floating Holidays and/or PTO should be requested for such instances, and such time is subject to approval by the employee’s direct supervisor. Employees are required to provide a copy of the jury summons or other court order to their Direct Supervisor as soon as possible. Depending on the needs of the business, COPC may request that the employee ask the Jury Commissioner for a postponement from jury duty. Upon completion of jury duty, the certification of completion may be required to return to work. COPC reserves the right to request documentation of jury duty attendance. Misuse of Jury Duty Leave may result in disciplinary action, up to and including termination of employment. Employees must notify their Direct Supervisor of the need for Jury Duty Leave as soon as possible and provide appropriate notification documentation from the court. While the employee can request Jury Duty Leave in the timekeeping system, the employee’s Direct Supervisor is responsible for ensuring the Jury Duty Leave pay is appropriately applied to the employee’s timecard.
7.4
take a leave, promptly upon receipt of the subpoena. Witness duty leave is unpaid; however, employees may opt to use available Floating Holidays and/or PTO for this purpose.
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