How To Use
This to-do list is provided to inform you about the document in question and assist you in its preparation.
- Jury Duty policy, as with other employee policies, is most effective when dealt with evenhandedly and promptly. Our suggestion is to have each employee sign a copy to reinforce the Company’s providing the benefit of up to 3 days pay for Jury Duty service. This limits the exposure the Company has for longer service and hopefully will encourage your employees to avoid Jury Duty or serve the minimum term. If an Employee chooses to seek participation in a longer trial, then the financial responsibility rests with them after 3 days, supplemented somewhat by jury duty pay available from the governmental authority involved.
- It is also important to emphasize in your employee policies, as this Jury Duty policy does, that government laws and statutes take precedence over your own and that these policies may change without notice to all concerned, including the Employee. By doing this, you take the edge off the bureaucratic feeling of these kind of documents and place the onus on government rules and statutes rather than on the Company.
- Written Employee rules, such as this one, help avoid any prohibited discriminatory practices by clearly stating what the rules are requiring reporting the notice, payment rights, and reporting requirements by your employees. Keeping clear records by category simplifies any audit of employee practices so we recommend you not only place a copy of the signed policy and notice received by any employee in the employee file, but also put a duplicate set in a Jury Duty notice file.