Common use of Jury Duty/Subpoena Leave Clause in Contracts

Jury Duty/Subpoena Leave. 4.7.1 An employee who is away from his/her duties because of jury duty shall be paid for such time lost at his/her regular rate of pay. The employee shall furnish the Superintendent or designee with a written statement from the court or a personal notarized letter showing the days of jury duty. The employee shall report to work each day he/she 1) is not actuallyassigned to jury duty; or 2) is not requested to remain available for jury duty during the work day; 3) is not assigned to jury duty after reporting, but is released in sufficient time to allow her/him to report for the second half of that employee’s work day. 4.7.2 An employee will be granted subpoena leave as may be required by the subpoena, and shall be paid his/her regular salary less any compensation received for his/her services, excluding transportation and per diem expenses, except when the employee is the plaintiff or defendant in such action. This exception shall not apply when the employee is named as plaintiff or defendant while in the performance of his/her duties. The Superintendent or designee may extend the definition and intent of the subpoena leave policy on an individual basis, in consultation with the Association President. 4.7.3 Any Employee who is a member of the Washington National Guard or of any Uniformed Services of the United States shall be entitled to and shall be granted military leave of absence from his or her employment in accordance with state or federal law. 4.7.4 Military leave shall be granted in order that the person may take part in training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service when required to do so by the military service if such duty cannot be taken during non-contract days. 4.7.5 When military leave is granted, the employee shall receive his or her regular pay and benefits from the District.

Jury Duty/Subpoena Leave. 4.7.1 An employee who is away from his/her their duties because of jury duty shall be paid for such time lost at his/her their regular rate of pay. The employee shall furnish the Superintendent or designee with a written statement from the court or a personal notarized letter showing the days of jury duty. The employee shall report to work each day he/she they 1) is are not actuallyassigned actually assigned to jury duty; or 2) is not requested to remain available for jury duty during the work day; 3) is not assigned to jury duty after reporting, but is released in sufficient time to allow her/him them to report for the second half of that employee’s work day. 4.7.2 An employee will be granted subpoena leave as may be required by the subpoena, subpoena and shall be paid his/her their regular salary less any compensation received for his/her their services, excluding transportation and per diem expenses, except when the employee is the plaintiff or defendant in such action. This exception shall not apply when the employee is named as plaintiff or defendant while in the performance of his/her their duties. The Superintendent or designee may extend the definition and intent of the subpoena leave policy on an individual basis, in consultation with the Association PresidentAssociationPresident. 4.7.3 Any Employee An employee who is a member of the Washington National Guard or of any Uniformed Services of the United States shall be entitled to and shall be granted military leave of absence from his or her their employment in accordance with state or federal law. 4.7.4 Military leave shall be granted in order that the person may take part in training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service when required to do so by the military service if such duty cannot be taken during non-contract days. 4.7.5 When military leave is granted, the employee shall receive his or her their regular pay and benefits from the District.