Common use of Attendance in Court Clause in Contracts

Attendance in Court. Any Employee shall be granted administrative leave with pay when he is summoned and performs jury duty as prescribed by applicable law. The Employee shall notify management immediately of his requirement for this leave, and subsequently furnish evidence that he performed the duty for which the leave was requested. Employees will return to work when not actually serving as a juror; travel time to jury duty and returning to work may be considered as administrative leave. In no case will this leave be granted or credited for more than time spent during such duty, or the Employee’s regularly scheduled work hours, whichever is less. When an Employee, while performing the duties of his position, is summoned to appear as a witness in court or before a judge, any legislative committee or any officer, board or body authorized to conduct any hearing or inquiry, such time will be considered time worked. Travel time to and returning is considered time worked. Employees who attend court as a plaintiff or defendant on non-work related matters, in a case not arising out of employment, shall use annual or earned compensatory time with sufficient notice to the Employer. In the event the Employee does not have annual leave or compensatory time, the Employer may grant leave without pay.

Attendance in Court. Any Employee shall be granted administrative Administrative leave with pay when he is summoned and performs jury duty as prescribed by applicable law. The Employee shall notify management immediately of his requirement for this leave, and subsequently furnish evidence that he performed the duty for which the leave was requested. Employees will return to work when not actually serving as a juror; travel time to jury duty and returning to work may be considered as administrative leave. In no case will this leave be granted or credited for more than time spent during such duty, or the Employee’s Employee‟s regularly scheduled work hours, whichever is less. If an Employee reports to work prior to jury duty or after, travel time to jury duty and returning to work will be considered administrative leave. When an Employee, while performing the duties of his their position, is summoned to appear as a witness in court or before a judge, any legislative committee or any officer, board or body authorized to conduct any hearing or inquiry, such time will be considered time worked. Travel time to and returning is will be considered time workedin accordance with 1 CSR 10- 11.010 (14). Employees who attend attending court as a plaintiff or defendant defendant, on non-work related matters, in a case not arising out of employment, shall use annual or earned compensatory time with sufficient notice to the Employer. In the event the Employee does not have annual leave or compensatory time, the Employer may grant leave of absence without pay. This is in compliance with 1 CSR 20-5.020 (8)(A)(1). Such requests will not be arbitrarily denied.

Attendance in Court. Any Employee shall be granted administrative leave with pay when he is summoned and performs jury duty as prescribed by applicable law. The Employee shall notify management immediately of his requirement for this leave, and subsequently furnish evidence that he performed the duty for which the leave was requested. Employees will return to work when not actually serving as a juror; travel time to jury duty and returning to work may be considered as administrative leave. In no case will this leave be granted or credited for more than time spent during such duty, or the Employee’s regularly scheduled work hours, whichever is less. If an Employee reports to work prior to jury duty or after, travel time to jury duty and returning to work will be considered administrative leave. When an Employee, while performing the duties of his their position, is summoned to appear as a witness in court or before a judge, any legislative committee or any officeroffic er, board or body authorized to conduct any hearing or inquiry, such time will be considered time worked. Travel time to and returning is will be considered time workedin accordance with 1 CSR 10- 11.010 (14). Employees who attend attending court as a plaintiff or defendant defendant, on non-work related matters, in a case not arising out of employment, employment shall use annual or earned compensatory time with sufficient notice to the Employer. In the event the Employee does not have annual leave or compensatory time, the Employer may grant leave of absence without pay. This is in compliance with 1 CSR 20-5.020 (8)(A)(1). Such requests will not be arbitrarily denied.

Attendance in Court. Any Employee employee shall be granted administrative Administrative leave with pay when he is summoned and performs jury duty as prescribed by applicable law. The Employee shall notify management immediately of his requirement for this leave, and subsequently furnish evidence that he performed the duty for which the leave was requested. Employees will return to work when not actually serving as a juror; travel time to jury duty and returning to work may be considered as administrative leave. In no case will this leave be granted or credited for more than time spent during such duty, or the Employee’s regularly scheduled work hours, whichever is less. If an employee reports to work prior to jury duty or after, travel time to jury duty and returning to work will be considered administrative leave. When an Employeeemployee, while performing the duties of his position, is summoned to appear as a witness in court or before a judge, any legislative committee or any officer, board or body authorized to conduct any hearing or inquiry, such time will be considered time worked. Travel time Employees who appear as witnesses in official capacity may not retain any witness fees and shall surrender any such payment to and returning is considered time workedthe Employer. Employees who attend attending court as a plaintiff or defendant defendant, on non-work related matters, in a case not arising out of employment, shall use annual or earned compensatory time with sufficient notice to the Employer. In the event the Employee does not have annual leave or compensatory time, the Employer may grant leave of absence without pay. This is in compliance with 1 CSR 20-5.020 (8)(A)(1). Such requests will not be arbitrarily denied.