HR0315 – Court Leave

Effective: February 1, 1994
Revision No: 7
Procedures Forms

To protect all regular employees and those temporary and student employees who have been employed for six months or more from loss of pay while serving on jury duty or as a witness in state, federal, or local court.

  1. An eligible employee is entitled to receive paid court leave to appear as a witness in state, federal, or local court or to serve on jury duty upon presentation of an official summons, subpoena or notice to that effect. Appearance as an expert witness when the employee has agreed to appear and testify, whether subpoenaed or not, is not covered by this policy. Also, the policy does not apply to employees if they are parties to the litigation either as plaintiff or defendant.
  2. An employee eligible for court leave shall be excused from work for the day provided the actual jury duty or court service exceeds three hours. An employee working an evening or night shift shall be excused from work for the shift immediately preceding the employee's first day of required court service. Additionally, an evening or night shift employee shall be excused from the next scheduled shift which occurs within a twenty-four hour period of the jury duty or service as a witness if such service exceeds three hours.
  3. Pay for time served on court leave, including the time spent traveling to and from the court, shall be made at the employee's regular hourly rate of pay, except that such compensation shall not exceed the total of the employee's regularly scheduled daily pay. However, if the jury service results in any personal compensation from the court, the employee is required to reimburse the university for any compensation received from the court while on paid court leave.
  4. Upon return to work, the employee will be required to present proof of jury duty service including dates of service and any compensation received from the court. The employee has ten (10) working days after return to work from court service to reimburse the university for any compensation received. If the employee has annual leave available, the employee may choose to retain the court compensation and take annual leave instead of court leave. Any reimbursements from the court received by the employee for personal expenses, such as parking, mileage, and food allowances, and any non-reimbursed parking expenses shall not be included in the amount paid to the university.

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