7.2 (CONT.)
Jury Duty Service All employees are entitled to Jury Duty Leave to fulfill their civic and social responsibilities. 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. Part-time, contingent, and temporary employees are eligible for unpaid Jury Duty Leave. 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 may 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 jury duty obligation. Exempt (salaried) employees : Exempt, full- time employees will receive their full base weekly salary for any workweek in which they perform any work, even if Jury Duty Leave is for only part of the week. If the employee serves on Jury Duty the entire workweek and no work is performed, the employee will be paid 24 hours of paid Jury Duty and the remaining time will be unpaid. 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. Paid Jury Duty Leave cannot be shared and does not accumulate; rather it applies to each instance of jury duty assignment. Jury Duty Leave will be paid based on the employee’s regularly scheduled hours, at their normal rate of pay, and on the regularly scheduled pay date for the days that are missed. Paid Jury Duty Leave does not count as time worked for the purposes of calculating overtime. services may be delayed; as such, employees have up to one year to make use of their Bereavement Leave. COPC reserves the right to request documentation of the death and/or funeral. Misuse of Bereavement Leave may result in disciplinary action, up to and including termination of employment.
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 Resources 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 on leave of absence are not eligible for Jury Duty Leave. Employees must notify their Direct Supervisor of the need for Jury Duty Leave and provide a copy of the jury summons or other court order 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 maybe 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. 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. Whenever possible, employees should notify their Direct Supervisor of the need to use Bereavement Leave as soon as possible. While the employee can request Bereavement Leave in the timekeeping system, the employee’s Direct Supervisor is responsible for ensuring the Bereavement Leave pay is appropriately applied to the employee’s timecard.
7.3
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