HTML Preview Jury Duty Policy Example page number 1.
CSU/UAPD Collective Bargaining Agreement Article 15
January 28, 2015 – June 30, 2017 Page 1 of 3
ARTICLE 15
LEAVES OF ABSENCE WITH PAY
Jury Duty Leave
15.1 An employee who serves on jury duty shall receive his/her regular salary only if
he/she remits the amount received for such duty to the CSU. Payment for travel
expenses and subsistence received by the employee need not be remitted. If the
employee elects to retain the jury duty fees, his/her time off for jury duty is not
compensable. The employee may elect to use vacation to cover the time off.
15.2 An employee who works less than full-time shall be eligible for time off with pay for
jury duty only for those hours he/she was scheduled to work.
15.3 An employee who receives initial notification that he/she is subject to jury duty shall
notify the appropriate administrator.
15.4 The employee is required to notify the appropriate administrator prior to taking leave
for jury duty. Verification of actual service for jury duty shall be provided by the
employee when requested by the appropriate administrator.
Absence as a Witness
15.5 Employees serving as court-subpoenaed witnesses or expert witnesses in the interest
of the CSU shall seek the payment of witness fees. Whenever possible, employees
shall confer with the attorney requesting their appearance to determine whether
certified copies of appropriate documents would be suitable and would eliminate the
need for a court appearance.
15.6 An employee who is absent as a court-subpoenaed witness or expert witness in the
interest of the CSU shall be paid the normal salary for the corresponding period of
absence. No portion of the employee's salary shall be forfeited as the result of such
an appearance; however, all court fees (except personal travel and/or subsistence
payments) shall be remitted to the CSU. If the employee does not remit such fees, an
amount equal to the fees shall be deducted from the employee's salary. No vacation
shall be used in such cases.
15.7 An employee who receives court fees in excess of regular earnings may keep the
excess and need remit only an amount equal to the compensation paid the employee
while on leave. If the employee chooses to retain the entire fee, then the time taken
off shall be charged as vacation, and if no vacation time is available, the employee
shall be docked for the period of absence.