Common use of Jury Duty Clause in Contracts

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, 8.1 All regular full-time employee is employees and regular part-time employees (20 hours or more) summoned to serve on jury duty shall be considered to be on duty and there shall be no loss of compensation. Employees shall be required to be in any court report for work if such employee’s normal or courthouse adjusted starting time is more than one hour prior to the required reporting time for jury service and such service deprives such duty. Employees shall return to work immediately upon being released from jury duty unless the employee of pay that he otherwise would have earned, he arrive at the work site with less than one hour remaining on said employee’s regular shift or adjusted work schedule. Exceptions shall be scheduled a Monday through Friday workweek between made in accordance with the policy and with the specific approval of the department head. All employees shall obtain verification of the hours of 8:00 a.m. jury duty performed using verification forms as may be supplied by the court. No employee may serve more than once in a twelve (12) month period for the same court and 5:00 p.m. be compensated pursuant to the provisions of this section. 8.1.1 Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and paid shall receive regular pay for each the time served. Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation unless the employee is regularly assigned a City car or receives a car allowance. Jury duty performed on an employee’s regular day off shall not be compensated by the city and the employee shall be entitled only to the jury’s compensation for duty performed on such employee’s regular day off. Employees assigned to jury service at duty on a holiday will be considered to have taken such a holiday and will receive regular holiday pay, but the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him employee shall be entitled to the jury compensation for duty performed on such holiday. Temporary employees shall be entitled to retain such employee’s jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives compensation since such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will not be paid for time not actually worked. 8.1.2 For those employees working graveyard and swing shift, or other shifts starting at an early and/or late hour (i.e., 5:00 a.m. or 9:00 p.m.) other than a Monday thru Friday schedule. Management shall reschedule the employee to a day shift with a start time ranging between 7:00 a.m. to 9:00 a.m. Monday thru Friday. This temporary reassignment shall be only for the duration of the jury duty. Reassignment of duties may also be made so that part the employee may have more productive time prior to, and following release from, jury duty. 8.2 Unit members shall be provided paid leave when subpoenaed to appear as a witness in court, other than as a litigant, for reasons not brought about through the connivance or misconduct of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him unit member. Written request for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion leave, along with a copy of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturdaysubpoena, he shall must be paid submitted at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one least five (15) hour working days before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksabsence. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. 9.1 When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. . 9.2 When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. 9.3 If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. 9.4 If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. . 9.5 If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. 9.6 The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. 9.7 An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, All regular full-time employee is required employees (not including casual or part-time employees) who have been in the continuous service of the Company for six (6) months or more, shall be paid wages amounting to be in any court or courthouse the difference between the amount paid to them for jury service and the amount they would have earned at their basic hourly rate had they worked on such days with their regular work group. B. No difference shall be paid if the employee received a greater amount for jury service deprives than he/she would have earned working in his/her work group at the basic hourly rate. C. Employees who are absent due to layoff, vacation, sickness or injury, or other leaves of absence shall not be entitled to receive difference payments under this article during such periods of absence. D. No difference payments for jury service shall be paid in the case of an employee who is absent on the last scheduled work day prior to starting jury service. E. No difference payments for jury service shall be paid to employees who fail to report to work and work the hours on any scheduled work day on which their service was not required in court F. In order to receive difference payments as above provided, each such employee must furnish to the Company a certificate of pay that he otherwise would have earned, he shall be service duly signed by the Clerk of the Court. G. Employees scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid to work after 10 PM for each day on such jury service at the rate of eight (8) hours times his straight-on days of required jury duty will be excused from work for this time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required period and will receive the difference between the amount paid to be in any court or courthouse them for jury service and such service deprives such employee of pay that he otherwise the amount they would have earned during the Monday through Friday portion at their basic hourly rate had they worked on such days. H. Employees that have received a subpoena or summons from a court of his normal workweek, he law shall be scheduled excused without pay and he/she shall present a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked certificate to his/her Xxxxxxx or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfieddesignee with as much notice as possible. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse courthouse(s) for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled for a day shift on a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid shall receive pay during such workweek for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse courthouse(s) for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled for a day shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; : provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on for any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his for such scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to reportreport for jury service, he shall call the warehouse manager or supervisor on duty to inform him that he has been permanently released. Thereafter, the warehouse manager or supervisor may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee Employees shall be eligible for jury duty pay for three (3) tours entitled to one term of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life per term of the Agreement. An employee shall no longer be eligible for . F. Employee must notify and provide to the Employer any jury duty pay when three (3) tours are served summons or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for similar court document pertaining to their jury service for which he would not be eligible for pay, within 72 hours of receipt. Employee must notify the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship of any request to the employeereschedule jury duty.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-straight- time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.fifteen

Jury Duty. A. When All employees shall be granted leave with pay and without loss of any benefits of his/her employment, to serve as a non-probationaryjuror in State or Federal court or witness as a consequence of their official duties in response to subpoena or similar service issued out of a State or Federal Court, full-time subject to the following provisions: 20.1 All employees granted such leave or receiving witness fees shall pay all money received for his/her service as a juror or witness to the City Treasurer, less any travel allowance received. 20.2 Where the employee is required to be in any court serve as a juror or courthouse for jury service witness on a scheduled day off or vacation day, and such day cannot reasonably be rescheduled, s/he may retain the fee paid for service deprives such as a juror or witness on his/her day off or vacation day. 20.3 If an employee is subpoenaed to appear on a civil or criminal case, as a consequence of their official duties, on their off duty time; they shall receive a minimum of four (4) hours at the overtime rate, and if more than four (4) hours, they shall receive overtime pay that he otherwise would have earnedfor the time actually spent in court rounded to the next hour, he and they shall be scheduled allowed to retain the witness fee. 20.4 If an employee is not on a Monday through Friday workweek between the hours of 8:00 a.m. day-shift schedule, and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee s/he is required to serve as a juror, s/he shall be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the rescheduled to a Monday through Friday portion day shift for the duration of his normal workweek, he his/her jury duty. The overtime provisions of this agreement shall be scheduled not apply to an employee undergoing a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked change to go on or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which come off jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfiedduty. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. 20.5 If an employee granted leave under this Article is temporarily excused from jury service on any scheduled dayas a juror or witness with more than two (2) hours remaining in his/her work shift, i.e., Monday through Friday, s/he shall immediately notify his/her immediate supervisor, and shall report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior the remainder of his/her shift if his/her immediate supervisor requests him/her to one (1) hour before do so. For the end purpose of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafterthis Article, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for considered as working the normal day shift. 20.6 A temporary employee, as defined in Article 1, shall only be allowed jury duty pay for three (3) tours leave under this Article after 6 continuous months of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee employment in seeking excuse from service if such service would cause a financial hardship to the employeefull-time budgeted position.

Jury Duty. A. When a non-probationary, full-time An employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled granted a Monday through Friday workweek between the hours leave of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay absence when chosen for jury duty for the day period served. An employee with seniority will be paid the difference between the amount (s)he receives from the court and her/his base hourly straight-time earnings for regularly scheduled hours of work lost while serving, not to exceed a period of sixty (60) days or the length of the trial if on a sitting jury. The difference in question as long as earnings shall be paid even when part or all of jury duty falls outside of hours regularly scheduled for the transportation time will permit him day. When an employee serves more than half of their regularly scheduled shift on jury duty in a day, the employee shall be paid the difference in earnings for all the hours of her/his regularly scheduled shift and the employee shall not be required to work any hours. If the employee is excused from jury duty after service of less than half of their regularly scheduled shift, (s)he shall immediately call the supervisor and may be required to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftwork. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafterreturn, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify be paid the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to differential benefit for the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury serviceday. An employee making a false claim for on jury duty pay shall be subject has no right or obligation to discharge. E. An employee shall be eligible for work overtime or extra hours on days in which (s)he serves on jury duty. Employees on an initial probation period will not receive compensation during jury duty pay for three (3) tours but will return to their classification, department and status upon completion of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury serviceduty. In order to receive this benefit, the event employee must submit proof of jury service and notice to his immediate supervisor promptly upon notice from the court. If an afternoon shift employee is called for jury service duty, (s)he will be expected to call the jury board by 5:30pm or the time required by the court, if different, the night before (s)he is to report for which he would jury duty. If an afternoon shift employee reports for jury duty for four (4) or more hours the employee shall not be eligible required to report for payher/his shift that day and shall be paid the differential for the day. If a night shift employee is called for jury duty, (s)he will be expected to call the jury board by 5:30 pm or the time required by the court, if different, the Employer shall join night before they are to report for jury duty. If (s)he is required to report for jury duty the next morning, (s)he will be taken off the schedule for the night before the scheduled jury duty, and compensated for any scheduled hours for that shift. If the night shift employee reports for jury duty for more than half the scheduled day, and provides written documentation to that effect, the employee in seeking excuse from service will be granted off for that night, if such service would cause a financial hardship to the employeescheduled, and compensated.

Jury Duty. A. When a non-probationaryseniority employee is called for jury duty service, fullhe/she shall be excused from his/her regular duties on the days he/she is required to appear in court or comply with jury rules that prevent him/her from reporting for work. For any regularly scheduled workday in which time off for such jury service is granted, the full- time employee shall be paid his/her guarantee and the part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of shall receive four (4) hours’ pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his his/her straight-time hourly rate, less any remuneration amount received by him as a jury duty fee if such fees are defined as wages under applicable laws. The employee shall be required, however, to turn over to the Employer adequate proof of his/her jury duty service and compensation, if any, in order to re- ceive the compensation above provided. Employees who are scheduled to work a day shift shall not be re- quired to report for jury service. When a non-probationary, part-time employee work on any day he/she is required to be in any court or courthouse report for jury service and such service deprives such employee duty unless released from jury duty not less than six (6) hours prior to the end of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweekhis/her regularly scheduled shift, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He in which event he/she will be paid allowed two (2) hours from the time he/she is re- leased from jury duty to report and work the remainder of his/her regularly scheduled shift. Employees scheduled to work any shift other than the day shift shall not be required to report to work on any day he/she is required to report for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the jury duty unless he/she has been released from jury duty not less than four (4) hours prior to the start time of his/her regular shift and provided further he/she would complete such workweeks immediately preceding shift not less than ten (10) hours prior to the week(s) in which jury duty time he/she is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue required to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the next/following day. Notwithstanding the above, no employee, working other than a day in question as long as the transportation time shift, will permit him be re- quired to return report to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service on a night if he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for or she has served jury duty that day and that service prevents him or her from reporting for work. An employee’s schedule will be adjusted by the day Employer when possible to avoid a situation in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If which the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a otherwise misses more than one day of work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours any day of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury serviceduty. In the event an employee returns to work after being released from jury duty and works beyond his/her regularly scheduled work day such hours worked shall be compensated for at the applicable over- time rate of pay. An employee who is called required to report for jury duty during a week of previously scheduled vacation may select another available week of vacation. Time spent on jury duty service will be considered time worked for which he would not be eligible for paypurposes of Employer contributions to health & welfare and pen- sion plans, vacation eligibility and payment, holidays and seniority, in accordance with the Employer shall join applicable provisions of the employee Supplemental Agreements, Riders and Addenda. The language contained in seeking excuse from service if such service would cause a financial hardship to the employeethis Article will supersede any provision in any Supplement, Rider or Addendum.

Jury Duty. A. SECTION 1. A first or second shift employee who is required to be absent from work in order to report for jury examination on a regularly scheduled work day will receive a jury-duty allowance in an amount not to exceed four (4) hours' pay at his regular base hourly wage rate less the fee or other compensation paid him with respect to such jury examination. (a) When a non-probationary, full-time an employee is required to be absent from work on a regularly scheduled work day in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earnedorder to serve as a juror, he shall be scheduled a Monday through Friday workweek between granted pay for those hours for which he is absent from work for this reason at his regular base hourly wage rate less the hours of 8:00 a.m. and 5:00 p.m. and fee or other compensation paid for each day on him with respect to such jury service at the rate of duty. Such payment shall not exceed eight (8) hours times his straightfor any full day of absence. (b) Pay for such work time lost shall in no event exceed a total of thirty (30) regular 8-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be hour work days or part days in any court calendar year less the fee or courthouse for jury service and other compensation paid the employee with respect to such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily (c) Second shift employees who are ordered to serve as jurors and who are excused from jury service prior to 12:00 noon on any regularly scheduled day, i.e., Monday through Friday, he work day shall immediately report for work at the beginning of their regularly scheduled shift on such day. They shall not be eligible for jury-service pay in such cases. (d) Third shift employees who are ordered to complete serve as jurors shall be excused from work the remaining hours day of his scheduled work shiftand the day after their assigned jury duty. SECTION 3. Failure to so report The provisions of Section 1 and Section 2 shall disqualify not apply in case of jury examination or jury duty on any day during which an employee from any is not scheduled to work nor on holidays, vacation periods, or authorized leaves of absence, nor shall such provision apply to employees who have volunteered for jury duty. SECTION 4. To be eligible to receive pay for time lost from work because of jury examination or jury duty, an employee must notify his supervisor not later than forty-eight (48) hours after he receives notice to report for such examination or duty for and must provide the day in question as long as the transportation time will permit him to return to work prior to Company within one (1) hour before week of the end completion of his shift. If jury service with a statement filed by an employee is permanently excused official of the court showing the time of reporting and the time of dismissal from jury service he shall immediately report on each day for work to complete which a jury-duty allowance is claimed and the remaining hours amount of his scheduled work shift that dayregular jury fees paid. Failure to so report shall disqualify an However, in the event the employee does not provide a statement from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to court within one (1) hour before week, the end Company will pay for his time lost because of his shiftthe jury examination or jury duty. Such payment shall be made in the pay period immediately following the dates of jury examination or jury duty, whenever practicable. Within a period of three (3) months from the date of payment, the employee will be required to produce the statement of service from the court. Any adjustments required will be made after receipt of the statement of services. If the employee is not required fails to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on produce a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer statement from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for court after three (3) tours of jury duty service only during months from the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which date he would not be eligible for was given make-up pay, the Employer shall join the employee in seeking excuse Company will deduct that amount from service if such service would cause a financial hardship to the employee’s future earnings.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-straight- time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationaryUpon receipt of the summons from the court, full-time an employee notified of jury duty shall give notice of the summons to the Company. While on jury duty, the employee shall give daily notice to the Company of whether he or she is required to be in at the courthouse the next court day. An employee required to lose time to serve on a jury on any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a the calendar days Monday through Friday workweek inclusive on which they would otherwise have been scheduled to work, shall be paid the difference between the hours of 8:00 a.m. their pay for jury duty and 5:00 p.m. and paid their hourly rate for each day on such jury service at the rate of not more than eight (8) hours times his straight-for each day they are required to serve, upon presentation of a statement from the court of the date and time hourly rateof jury service and the amount of their jury pay. In the event the employee works on any of the days on which they serve on the jury, less any remuneration received by him the number of hours worked shall be deducted from the eight (8) hours for which wage payment is heretofore provided and they shall then be paid the difference between their pay for jury serviceduty and their hourly rate for the remaining hours. When a non-probationaryTime served for which jury duty pay is received from the Company shall be counted as time worked for the purpose of computing overtime. If an employee normally scheduled to work the 11 p.m. to 7 a.m. shift is called to the courthouse for jury duty, part-time he or she shall be scheduled for the 7 a.m. to 3 p.m. shift for that day. If an employee working the 7 a.m. to 3 p.m. shift is required to be in any court or at the courthouse for jury service and such service deprives such employee of pay duty that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid day for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the less than four (4) such workweeks immediately preceding hours, the week(s) employee must report to work thereafter in which order to collect jury duty is required, less any remuneration received by him for such jury servicepay. Utilization of such If an employee on working the Saturday and/or Sunday portion of his normal workweek shall continue 3 p.m. to 11 p.m. shift is required to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works courthouse for the Employer on Saturdayjury duty that day, he or she shall be paid report for work at the rate of straight-time. If 3 p.m. if he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee or she is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour at or before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift 11 a.m. that day. Failure to so report shall disqualify an employee from any pay Absence required by law for jury duty for the day duty, or as a witness in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to reportcourt, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee counted as a break in seeking excuse from service if such service would cause a financial hardship to the employeeregular attendance.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If 16.1 Where an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately unable to report for work to complete on the remaining hours employee’s regular shift by reason of jury service, the employee will, upon furnishing written proof of such service, be paid the amount he would have been paid on his scheduled work regular shift, including shift differential, however, such reimbursement shall not exceed a total of ten (10) working days of pay in a calendar year. Failure to so report shall disqualify an employee from any pay Hours paid for jury duty will be counted as hours worked for overtime pay purposes only under this Agreement. Management in its sole discretion reserves the right to extend the paid time beyond ten days or not to deduct Jury Pay or shift differential based on individual circumstances. It is incumbent that the employee notifies the company as soon as possible upon receipt of notice. At the employees’ request, and with management’s approval, he/she may be transferred to the day shift for the day duration of the service. During this period, any premium pay provisions as contained in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftArticles 10.2 and 19 are not applicable. If the employee chooses to remain on his/her assigned shift, the provisions in 16.2 (B) are applicable. This provision is not applicable if the jury service will occur during the employee’s regularly scheduled day off. 16.2 The following is the interpretation to be applied to the application of Jury Pay as set forth herein: Employees who are called for Jury Duty, or who serve on Jury Duty by being impaneled in a jury box and actively serving as a juror, shall be reimbursed for their regularly scheduled straight time pay lost (up to a maximum of twelve (12) hours), including shift differential, under the qualifications set forth below: (A) Employees who are placed on telephone standby will be required to call to the jury office at the earliest possible time to determine their status (report to court, don’t report, he shall call remain on standby until another day or time, etc.). They will be expected to report to work until notice is made that they must report to the manager court. (B) When required to inform him that he has been permanently released. Thereafterreport and a conflict is presented with the work schedule, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim following applies: Day Shift employees who report for jury duty pay and who are then excused by the court prior to 12:00 noon shall return to work for the balance of their day shift and shall be subject paid straight time for any pay lost, including shift differential. Night Shift employees who report for jury duty and are excused by the court prior to discharge. E. An employee noon, shall report for their regular night shift work and shall not be eligible for jury duty pay any Jury Pay under this Article, subject to the following exception: If Night Shift employees are excused by the court prior to noon, but are scheduled to report for three (3) tours of jury duty service only during Jury Duty on the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensatedfollowing day, whichever occurs first. Jury duty pay then they shall not be required for Grand to work the night before the scheduled Jury serviceDuty. In the event an employee is called for jury service for which he would Rather, they will be reimbursed their straight time pay lost (up to a maximum of twelve (12) hours), including shift differential. Night Shift employees (except as provided in Paragraph B above) shall not be eligible for payrequired to serve on Jury Duty in the daytime and work night shift or swing shift on the same calendar day without an 8 hour time off period but shall receive their regular straight time pay lost, including shift differential. Night shift employees may be rescheduled to day shift when there is a long trial and the Employer shall join circumstances (length of trial, conflict with work schedule such that the employee in seeking excuse from service if such service combination thereof would cause present a financial hardship to the employee, etc.) require such. Cases will be reviewed on a case-by-case basis. 16.3 Employees will present proof of jury service, including time served. 16.4 Pay for Jury Duty shall not apply in any case where an employee voluntarily seeks Jury Duty. 16.5 “Special types of jury duty (federal grand jury with unusual reporting requirements, etc.) will be reviewed on a case-by-case basis, and management, in its sole discretion, may grant benefits greater than the ones provided here in for such service.

Jury Duty. A. When Preamble: The Employer and the Union jointly recognize the need to balance the civic responsibility of performing jury duty with the need to maintain coded hours and staffing levels. 1. Employees with at least thirty (30) days employment in a nonFull-probationaryTime, fullPart-time employee is Time, Float or Short-Hour coded hour status who are required to be in any court or courthouse report for jury service and will be excused from scheduled work on such service deprives such employee of pay that he days. Such employees shall receive, on days he/she otherwise would have earnedworked, he shall be scheduled his/her regular straight time pay, including differentials. 2. The employee must furnish the Employer with a Monday through Friday workweek between written statement from the hours appropriate public official showing the dates and time served and the amount of 8:00 a.m. jury pay received. In cases where there is a combination of work and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse hours paid for jury service and such shall not count as hours worked in determining eligibility for overtime. 3. For scheduling purposes, a regularly scheduled employee on jury service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be considered a day shift employee for days scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He for jury duty. The employee will not be paid for required to work regularly scheduled weekends, nor will he/she be required to make up that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily weekend when excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for duty if he/she has performed jury duty for equal to the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftemployee’s coded hours. 4. If the employee is not required excused from jury duty for an entire day, or is excused early enough in the day to reportpermit working one-half (1/2) of a regularly scheduled day, he shall the employee will call the manager supervisor or designee to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksmake known their availability for work. D. The 5. Suitable work will be provided for the employee shall notify the Employer as soon as he receives his jury duty summonsat their worksite or at a site within a reasonable commute from their normal work location. Failure to provide such summons prior notify the Supervisor, or designee, of an excused jury duty will result in no payment of wages for that day. 6. If the employee's regularly scheduled shifts are evenings or nights, the employee and the supervisor may agree to have the posting of the schedule shall relieve the Employer from the scheduling requirements set forth aboveemployee work their regular shift on a canceled jury duty day. 7. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance Reimbursement for jury serviceservice as provided for in this Article shall be limited to service on one (1) jury assignment in any one (1) calendar year, unless additional jury service is mandated by the court. 8. Employees will be paid for time spent in a recognized court or government hearing or civil deposition when requested to appear or subpoenaed by the Employer. 9. An employee making may use PTO, if available, for other court appearances, provided the employee furnishes the Employer with a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours written statement from the appropriate public official showing the dates and time served and the amount of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeereceived.

Jury Duty. A. When Preamble: The Employer and the Union jointly recognize the need to balance the civic responsibility of performing jury duty with the need to maintain coded hours and staffing levels. 21.B.1 Employees with at least thirty (30) days employment in a nonFull-probationaryTime, fullPart- Time, Float or Short-time employee is Hour coded hour status who are required to be in any court or courthouse report for jury service and will be excused from scheduled work on such service deprives such employee of pay that he days. Such employees shall receive, on days he/she otherwise would have earnedworked, he shall be scheduled his/her regular straight time pay, including differentials. 21.B.2 The employee must furnish the Employer with a Monday through Friday workweek between written statement from the hours appropriate public official showing the dates and time served and the amount of 8:00 a.m. jury pay received. In cases where there is a combination of work and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse hours paid for jury service and such shall not count as hours worked in determining eligibility for overtime. 21.B.3 For scheduling purposes, a regularly scheduled employee on jury service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be considered a day shift employee for days scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He for jury duty. The employee will not be paid for required to work regularly scheduled weekends, nor will he/she be required to make up that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily weekend when excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for duty if he/she has performed jury duty for equal to the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. employee’s coded hours. 21.B.4 If the employee is not required excused from jury duty for an entire day, or is excused early enough in the day to reportpermit working one-half (1/2) of a regularly scheduled day, he shall the employee will call the manager supervisor or designee to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksmake known their availability for work. D. The 21.B.5 Suitable work will be provided for the employee shall notify the Employer as soon as he receives his jury duty summonsat their worksite or at a site within a reasonable commute from their normal work location. Failure to provide such summons prior to notify the posting Supervisor, or designee, of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for an excused jury duty pay shall be subject to dischargewill result in no payment of wages for that day. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.. 40 Article 11

Jury Duty. A. Employees will be excused from work when summoned for jury duty subject to the following requirements: (a) Upon receiving a summons, an employee summoned for jury duty must, on the next day the employee is working, show the summons to his/her supervisor. (b) For each day that an employee is scheduled to work, the employee must provide proof of jury service by submitting documentation from the court showing the number of hours of service. This documentation should be submitted to the Human Resources Department. (c) When a non-probationarynot assigned to jury duty, full-time an employee must inform his/her supervisor and return to work according to his/her work schedule. Employees are expected to report to work on any scheduled work days if the court is not in session or if the court recesses or excuses the employee early, unless the employee’s jury duty exceeds three (3) hours for the day in question. Following the completion of jury duty, an employee is required to be in any court or courthouse work on his/her first regularly scheduled work day. (d) If an employee summoned for jury service and duty is working second or third shift during hours preceding those in which court is held, the employee will be excused from work for the shift immediately preceding the employee’s first day of jury service. After the first day of jury service, when the employee’s responsibility for jury duty exceeds three (3) hours during a day, then such service deprives such employee of pay that he otherwise would have earned, he person shall be excused from his/her next scheduled a Monday through Friday workweek between the work shift occurring within twenty-four (24) hours of 8:00 a.m. that day of jury service. (e) Employees who serve time on jury duty that prevents them from working their regular work schedules will be paid the difference between their jury pay and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his their regular straight-time hourly raterate for eight (8) hours, less their earnings for any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours they worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer Company on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of paysuch days. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When 31.1 A technical employee who is called for jury duty or who has been subpoenaed to be a non-probationarywitness at a judicial proceeding must notify their supervisor immediately upon receiving the notice of being so called. 31.2 To be eligible for supplemental pay as provided herein, full-the technical employee shall as soon as possible present to their supervisor a written statement from an appropriate official showing the dates, times, and pay for the jury duty and/or the subpoena or copy thereof, showing the date and time scheduled to be a witness. 31.3 Upon certifying to the Hospital that all such pay for those days which they currently would have been scheduled to work received for such jury duty or witness pay shall be endorsed to the Hospital within five (5) working days after it is received by the technical employee, the Hospital shall continue to pay to the technical employee their straight time pay while said technical employee is serving as a juror or witness for such time as the technical employee would otherwise have been scheduled to work. 31.4 Supplemental pay will be provided to a technical employee in addition to the jury duty or subpoena pay received to assure that the technical employee has no loss in pay resulting from jury or witness duty. In assuring that the technical employee has maintained their normal pay, the technical employee’s total remuneration will be calculated based upon the technical employee’s straight time net pay which would have normally been received but for such jury or witness duty. 31.5 Such supplemental pay will be provided only in such instances where the technical employee is required to be in any court or courthouse for on jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Fridayduty or, in the four (4) such workweeks immediately preceding case of witness duty, has been subpoenaed to be a witness by the week(s) Hospital or is subpoenaed to be a witness by any party in which a judicial proceeding involving liability claims against the Hospital, its employees, agents, contractors, or any other persons utilizing the facilities of the Hospital. 31.6 As soon as practicable, the technical employee shall meet with their supervisor so that arrangements can be made to schedule for the technical employee’s absence from regular duty in order to serve on jury duty is required, less any remuneration received by him for such jury serviceor to give testimony. Utilization of such an A technical employee on scheduled to work the Saturday and/or Sunday portion of his normal workweek shall continue to night shift will be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works excused from work for the Employer on Saturday, he shall night preceding jury duty. A technical employee scheduled to work the day and afternoon shift will be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeeduty.

Jury Duty. A. When a A non-probationary, full-time probationary employee who is required to be in any court or courthouse for jury service and/or jury orientation and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled for a Monday through day shift on a Monday-through-Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid shall receive pay during such workweek for each day on such jury service and/or jury orientation at the rate of eight (8) hours times his straight-time hourly rate, except in the case of part-time employees the number of hours regularly scheduled on the day in question less any remuneration received by him for jury serviceservice and/or jury orientation. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him Remuneration for such jury serviceduty service shall be limited to one (1) term of jury duty service during the term of this Agreement. Utilization At the request of such the employee, and to the extent that staffing needs can accommodate the request, an employee on may serve a second (2nd), jury service during the Saturday and/or Sunday portion term of his normal workweek shall continue this Agreement. The second (2nd) jury service will be without remuneration or benefit contributions, and the employee will be scheduled as provided in this Section A. It is also understood the employee give notice to be at the discretion Employer as provided in Section F of the Employer; provided the minimum weekly hour guarantee is satisfiedthis Article. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is excused, temporarily excused or permanently, from jury service on for any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his for such scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his this shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee. F. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the beginning of the workweek prior to the week of jury duty shall relieve the Employer from the scheduling requirements set forth in A above. The Employer will verify eligibility if provided with a timely summons. An employee making a false claim for jury duty pay shall be subject to discharge.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he they shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his their straight-time hourly rate, less any remuneration received by him them for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned during the Monday through Friday portion of his their normal workweek, he they shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He They will be paid for that part of his their normal workweek based upon his their average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him them for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his their normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he they shall be paid at the rate of straight-time. If he they works for the Employer on Sunday, he they shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he they shall immediately report for work to complete the remaining hours of his their scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If an employee is permanently excused from jury service he they shall immediately report for work to complete the remaining hours of his their scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If the employee is not required to report, he they shall call the manager to inform him them that he has they have been permanently released. Thereafter, the manager may place him them on a work schedule similar to which he they normally workswork. D. The employee shall notify the Employer as soon as he receives his they receive their jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he they would not be eligible for pay, the Employer shall join the employee in seeking an excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationaryAn officer, full-time employee who has completed his/her probationary period and who is required to be in any court or courthouse summoned and reports for jury service and such service deprives such employee of pay that he otherwise would have earnedduty as prescribed by applicable law, he shall be scheduled a Monday through Friday workweek between for the hours day shift for the period of 8:00 a.m. jury duty obligation. The officer's days off shall not be changed, and 5:00 p.m. the officer shall report to work at 7:00 am. each morning that he/she is scheduled to work and paid for will be released from work as necessary to report to court by the specified time. For each day on such which the officer performs jury service at service, on which he/she was scheduled to work for the rate of eight (8) hours times his University, he/she shall be paid his/her normal, scheduled straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday his/her regular rate of pay. C. If an employee . An officer shall report promptly to work when he/she is temporarily excused from jury service on any duty, provided he/she is excused during his/her regularly scheduled dayshift. If he/she is excused at a time outside his/her regularly scheduled shift, i.e., Monday through Friday, he he/she shall immediately promptly report for work to complete at the remaining hours start of his his/her next regularly scheduled work shift. Failure of the officer to do so report shall disqualify an employee cause him/her to forfeit all right and claim to jury duty pay from any the University. This Section does not apply to employees who volunteer for jury duty, and the University's obligation to pay for jury duty for the day shall be limited to a maximum of forty-five (45) days in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftany calendar year. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall Officers must notify the Employer Deputy Chief in advance of the jury date by a copy of the summons as soon as he the officer receives his jury duty the summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim , and must apply for jury duty pay in accordance with procedures developed by the Department of Human Resources. If the officer fails to do so, he/she shall be subject to discharge. E. An employee shall not be eligible for jury duty pay for three (3) tours of pay. Seniority and benefits shall continue to accrue during jury duty service only during the life leave of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen no more than forty-five (1545) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeeany calendar year.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek his regular schedule but paid for any day he attends jury duty as if he was scheduled between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. If the employee is not actually called to report for jury service, he shall work his regular schedule that day. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of pay to the employee. (For example, an employee regularly scheduled to work until 11p.m. on Tuesday must be released early to perform jury service on Wednesday.) When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift his regular hours paid for any day he attends jury duty as if he was scheduled between the hours of 8:00 a.m. and 5:00 p.m. If the employee is not actually called to report for jury service, he shall work his regular schedule that day. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of the employee. (For example, an employee regularly scheduled to work until 11 p.m. on Tuesday must be released early to perform jury service on Wednesday.) B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned, he they shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his their straight-time hourly rate, less any remuneration received by him them for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned during the Monday through Friday portion of his their normal workweek, he they shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He They will be paid for that part of his their normal workweek based upon his their average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him them for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his their normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he they shall be paid at the rate of straight-time. If he works they work for the Employer on Sunday, he they shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he they shall immediately report for work to complete the remaining hours of his their scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If an employee is permanently excused from jury service he they shall immediately report for work to complete the remaining hours of his their scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If the employee is not required to report, he they shall call the manager to inform him them that he has they have been permanently released. Thereafter, the manager may place him them on a work schedule similar to which he they normally workswork. D. The employee shall notify the Employer as soon as he receives his they receive their jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he they would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time An employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled granted a Monday through Friday workweek between the hours leave of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay absence when chosen for jury duty for the day period served. An employee with seniority will be paid the difference between the amount (s)he receives from the court and her/his base hourly straight-time earnings for regularly scheduled hours of work lost while serving, not to exceed a period of sixty (60) days or the length of the trial if on a sitting jury. The difference in question as long as earnings shall be paid even when part or all of jury duty falls outside of hours regularly scheduled for the transportation time will permit him day. When an employee serves more than half of their regularly scheduled shift on jury duty in a day, the employee shall be paid the difference in earnings for all the hours of her/his regularly scheduled shift and the employee shall not be required to work any hours. If the employee is excused from jury duty after service of less than half of their regularly scheduled shift, (s)he shall immediately call the supervisor and may be required to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftwork. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafterreturn, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify be paid the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to differential benefit for the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury serviceday. An employee making a false claim for on jury duty pay shall be subject has no right or obligation to discharge. E. An employee shall be eligible for work overtime or extra hours on days in which (s)he serves on jury duty. Employees on an initial probation period will not receive compensation during jury duty pay for three (3) tours but will return to their classification, department and status upon completion of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury serviceduty. In order to receive this benefit, the event employee must submit proof of jury service and notice to his immediate supervisor promptly upon notice from the court. If an afternoon shift employee is called for jury service duty, he/she will be expected to call the jury board by 5:30 pm or the time required by the court, if different, the night before he/she is to report for which he would jury duty. If an afternoon shift employee reports for jury duty for four (4) or more hours the employee shall not be eligible required to report for payher/his shift that day and shall be paid the differential for the day. If a night shift employee is called for jury duty, he/she will be expected to call the jury board by 5:30 p.m., or the time required by the court, if different, the Employer shall join night before they are to report for jury duty. If he/she is required to report for jury duty the next morning, he/she will be taken off the schedule for the night before the scheduled jury duty, and compensated for any scheduled hours for that shift. If the night shift employee reports for jury duty for more than half the scheduled day, and provides written documentation to that effect, the employee in seeking excuse from service will be granted off for that night, if such service would cause a financial hardship to the employeescheduled, and compensated.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned, he they shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him them for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned during the Monday through Friday portion of his normal workweek, he they shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He They will be paid for that part of his their normal workweek based upon his their average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him them for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his their normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he they shall be paid at the rate of straight-time. If he works they work for the Employer on Sunday, he they shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he they shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If an employee is permanently excused from jury service he they shall immediately report for work to complete the remaining hours of his their scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he they shall call the manager to inform him them that he has they have been permanently released. Thereafter, the manager may place him them on a work schedule similar to which he they normally workswork. D. The employee shall notify the Employer as soon as he receives his they receive their jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he they would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned, he they shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his their straight-time hourly rate, less any remuneration received by him them for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned during the Monday through Friday portion of his their normal workweek, he they shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He They will be paid for that part of his their normal workweek based upon his their average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him them for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his their normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he they shall be paid at the rate of straight-time. If he works they work for the Employer on Sunday, he they shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he they shall immediately report for work to complete the remaining hours of his their scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If an employee is permanently excused from jury service he they shall immediately report for work to complete the remaining hours of his their scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If the employee is not required to report, he they shall call the manager to inform him them that he has they have been permanently released. Thereafter, the manager may place him them on a work schedule similar to which he they normally works. D. The employee shall notify the Employer as soon as he receives his they receive their jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he they would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid shall receive pay during such workweek for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-straight- time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service service, he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three one (31) tours tour of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.fifteen

Jury Duty. A. When a A non-probationary, full-time probationary employee who is required to be in any court or courthouse for jury service and/or jury orientation and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled for a Monday through day shift on a Monday-through-Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid shall receive pay during such workweek for each day on such jury service and/or jury orientation at the rate of eight (8) hours times his straight-time hourly rate, except in the case of part-time employees the number of hours regularly scheduled on the day in question less any remuneration received by him for jury serviceservice and/or jury orientation. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him Remuneration for such jury service. Utilization duty service shall be limited to one (1) term of such an employee on jury duty service during the Saturday and/or Sunday portion term of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfiedthis Agreement. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-straight- time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is excused, temporarily excused or permanently, from jury service on for any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his for such scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his this shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee. F. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the beginning of the workweek prior to the week of jury duty shall relieve the Employer from the scheduling requirements set forth in A above. The Employer will verify eligibility if provided with a timely summons. An employee making a false claim for jury duty pay shall be subject to discharge.

Jury Duty. A. When a non-probationaryseniority employee is called for jury duty service (except for voluntary Grand Jury), he/she shall be excused from his/her reg- ular duties on the days he/she is required to appear in court or com- ply with jury rules that prevent him/her from reporting for work. For any regularly scheduled workday in which time off for such jury service is granted, the full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled paid his/her guar- xxxxx and a Monday through Friday workweek between the part-time employee shall receive four (4) hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service pay at the rate of eight (8) hours times his straight-his/her straight time hourly rate, less any remuneration amount received by him as a jury duty fee if such fees are defined as wages under applicable laws. The employee shall be required however, to turn over to the Employer adequate proof of his/her jury duty service and compen- sation, in order to receive the compensation provided above. Employees who are scheduled to work a day shift shall not be required to report for jury service. When a non-probationary, part-time employee work on any day he/she is required to be in any court or courthouse report for jury service and such service deprives such employee duty unless released from jury duty not less than six (6) hours prior to the end of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be his/her regularly scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He in which event he/she will be paid allowed two (2) hours from the time he/she is released from jury duty to report and work the remainder of his/her regularly scheduled shift. Employees scheduled to work any shift other than the day shift shall not be required to report to work on any day he/she is required to report for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the jury duty unless he/she has been released from jury duty not less than four (4) hours prior to the start time of his/her regular shift and provided further, he/she would complete such workweeks immediately preceding shift not less than ten (10) hours prior to the week(s) in which jury duty time he/she is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue required to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the next following day. Notwithstanding the above, no employee, working other than a day in question as long as the transportation time shift, will permit him be required to return report to work prior to one (1) hour before the end of his shift. If an employee is permanently excused on a night if he/she has served jury duty that day and that service prevents him/her from jury service he shall immediately report reporting for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called returns to work after being released from jury duty and works beyond his/her regularly scheduled workday such hours worked shall be compensated for at the applicable over- time rate of pay. Time spent on jury duty service will be considered time worked for which he would not be eligible for paypurposes of Employer contributions to Health and Welfare and Pension Plans, vacation eligibility and payment, holidays and sen- iority, in accordance with the Employer shall join applicable provision of the employee in seeking excuse from service if such service would cause a financial hardship to the employeeSupplemental Agreements, Riders, and Addenda.

Jury Duty. A. When a non-probationary, full-time An employee who is required to be in any court or courthouse report for and/or perform jury service and such service deprives such employee of pay that he otherwise would have earnedduty as prescribed by applicable laws, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such which he/she reports for and/or performs jury service at duty during hours he/she otherwise would have been scheduled to work for the rate of Employer, shall be paid the difference between what he/she receives from the court as daily jury duty fees and what he/she would have earned from the Employer for the hours lost from work for jury duty not to exceed either eight (8) hours times his straight-of pay for those working an eight (8) hour per day schedule or ten (10) hours per day for those working a ten (10) hour per day schedule at his/her regular straight time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an . This provision shall not apply for any day upon which the employee is temporarily was excused from jury service duty in the time to reasonably permit him/her to return to work on any scheduled dayhis/her shift for two (2) or more hours unless such employee does so return to work. (a) In order to receive the payment above referred to, i.e., Monday through Friday, he shall immediately an employee must give the Employer notice as soon as possible that he/she has been notified of a requirement to report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay jury duty and must furnish satisfactory evidence that he/she reported for and/or performed such jury duty for the day in question as long as hours for which he/she claims such payment. (b) Upon providing the transportation time will permit him Employer with documentation outlining a requirement to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for and the expected duration of such jury duty obligation, an employee whose shift assignment start time is later than 12:01 p.m. will be assigned to a shift starting before 12:01 p.m. in accordance with the procedural order governing jury duty. For the duration of such assignment it will be necessary to concurrently change the assignment of another employee of the same classification to the shift and leave day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If assignment formally held by the employee is not required notified of a requirement to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance report for jury service. An employee making a false claim for jury duty pay shall be subject to dischargeduty. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. Section A. When a non-probationary, full-time employee is required to be in any court or courthouse All Hospital employees called for jury service duty will be paid the difference between the employee’s regular pay and such service deprives such employee the pay for jury duty, consistent with the employee’s regular straight time hourly rate times the number of pay hours (up to eight (8) per day) that she/he otherwise would have earned, he been scheduled to work and the compensation received for jury duty (excluding amounts received as reimbursement for expenses and travel). Such hours paid for shall not be counted as hours worked for the purposes of computing overtime. The employee’s pay will be calculated on the basis of their normal FTE. Section B. Evening or night shift employees shall only be excused from scheduled work and shall be entitled to receive their regular straight time rate of pay for all scheduled a Monday through Friday workweek between hours on such shift in accordance with the provisions of this article if they serve five (5) or more hours of 8:00 a.m. and 5:00 p.m. and paid for each on jury duty on the day on such jury service at which their shift begins. Section C. In order to be eligible to receive payment under the rate Article an employee must notify the appropriate Department Manager on her/his first work day after receipt of eight (8) hours times his straight-time hourly rate, less any remuneration received by him the notice to report for jury serviceduty and must furnish satisfactory evidence that jury duty was performed and the amount of the compensation received for such services on the days for which the payment is claimed. When Employees must surrender jury duty pay to the Hospital to receive their regular compensation, but may keep the mileage reimbursement. Section D. If a non-probationary, part-time day shift employee is required notified to be in any court or courthouse for jury service and such service deprives such employee of pay that do so by their Department Manager when she/he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service either temporarily or permanently on any scheduled dayworkday, i.e., Monday through Friday, he the employee shall immediately promptly report for work to complete the any remaining hours of her/his scheduled work shiftday. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently Evening and night shift employees who are excused from jury service he shall immediately report for duty either temporarily or permanently, after serving less than five (5) hours, may be required to work to complete a portion of their regular shift, less the remaining number of hours of his scheduled work shift that have been served on jury duty on that day. Failure The hours that evening and night shift will be excused from will be taken at the start of their regular shift. For example, if an evening or night shift employee will not be required to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for until three (3) tours of jury duty service only during the life of this Agreement. The total number of days that hours after their usual shift begins. Section E. If an employee may receive jury duty pay is limited to fifteen (15) days through appears in court at the life request of the AgreementHospital, she/he shall receive their regular straight time rate of pay for all hours spent in making such an appearance. An employee Such hours paid for shall no longer be eligible counted as hours worked for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeeall purposes.

Jury Duty. A. When The Employer and the Union jointly recognize the need to balance the civic responsibility of performing jury duty with the need to maintain coded hours and staffing levels. 1. Employees with at least thirty (30) days employment in a nonFull-probationarytime, fullPart-time employee is Time, Float or Short- Hour coded hour status who are required to be in any court or courthouse report for jury service and will be excused from scheduled work on such service deprives such employee of pay that he days. Such employees shall receive on days he/she otherwise would have earnedworked, he shall be scheduled his/her regular straight time pay, including differentials. 2. The employee must furnish the Employer with a Monday through Friday workweek between written statement from the hours appropriate public official showing the dates and time served and the amount of 8:00 a.m. jury pay received. In cases where there is a combination of work and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse hours paid for jury service and such shall not count as hours worked in determining eligibility for overtime. 3. For scheduling purposes, a regularly scheduled employee on jury service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be considered a day shift employee for days scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He for jury duty. The employee will not be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweekrequired to work regularly scheduled weekends, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue nor will he/she be required to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily make up weekends when excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for duty if he/she has performed jury duty for equal to the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftemployee’s coded hours. 4. If the employee is not required excused from jury duty for an entire day, or is excused early enough in the day to reportpermit working one-half (1/2) of a regularly scheduled shift, he shall the employee will call the manager supervisor or designee to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar make known their availability to which he normally workswork. D. The 5. Suitable work will be provided for the employee shall notify the Employer as soon as he receives his jury duty summonsat their worksite or at a site within a reasonable commute from their normal work location. Failure to provide such summons prior notify the Supervisor, or designee, of an excused jury duty will result in no payment of wages for that day. 6. If the employee’s regularly scheduled shifts are evenings or nights, the employee and the supervisor may agree to have the posting of the schedule shall relieve the Employer from the scheduling requirements set forth aboveemployee work their regular shift on a canceled jury duty day. 7. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance Reimbursement for jury serviceservice as provided for in this Article shall be limited to service on one (1) jury assignment in any one (1) calendar year, unless additional jury service is mandated by the court. 8. Employees will be paid for time spent in a recognized court or government hearing or civil deposition when requested to appear or subpoenaed by the Employer. 9. An employee making may use PTO, vacation time, or float days, if available, for other court appearances, provided the employee furnishes the Employer with a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours written statement from the appropriate public official showing the dates and time served and the amount of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeereceived.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek his regular schedule but paid for any day he attends jury duty as if he was scheduled between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. If the employee is not actually called to report for jury service, he shall work his regular schedule that day. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of pay to the employee. (For example, an employee regularly schedule to work until 11 p.m. on Tuesday must be released early to perform jury service on Wednesday.) When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift his regular hours paid for any day he attends jury duty as if he was schedule between the hours of 8:00 a.m. and 5:00 p.m. If the employee is not actually called to report for jury service, he shall work his regular schedule that day. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of the employee. (For example, an employee regularly schedule to work until 11 p.m. on Tuesday must be released early to perform jury service on Wednesday.) B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return determined in the first instance by the arbitrator. Neither party to work prior this Agreement shall refuse to one (1) hour before proceed to arbitration upon the end of his shift. If grounds that the employee matter in question is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksarbitrable. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time 53.1 Any seniority employee who is required called to be in any court or courthouse and reports for jury service and such service deprives such employee duty or is subpoenaed to testify as a Crown witness in a court of pay that he otherwise would have earned, he law in a criminal proceeding shall be scheduled a Monday through Friday workweek paid the difference between his/her regular hourly rate and the hours of 8:00 a.m. and 5:00 p.m. and paid amount he or she receives as jury duty or witness fees for each day lost, if the employee would have otherwise been scheduled to work for the Company on such day. 53.2 Employees shall furnish evidence to the Company that they reported for or performed jury service at duty or appeared as a Crown witness in a court of law on the rate days for which they claim payment. 53.3 Employees are required to report for work on days when they are not required on jury duty or to testify as a subpoenaed Crown witness in a court of eight law. Employees on jury duty who work in classifications that operate seven (8) hours times his straight7) days per week will be placed on a Monday - Friday schedule until the end of the week the jury duty or testifying as a subpoenaed Crown witness concludes. Where possible, employees on jury duty will be replaced by Part-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is employees. 53.4 Employees required to testify on behalf of the Company or the Crown with respect to workplace incidents will be considered as working for time spent in any court or courthouse for jury service and such service deprives such employee of this regard. The Company will pay that he otherwise would have earned during employees the Monday through Friday portion of his normal workweek, he shall be scheduled a shift difference between the hours amount of 8:00 a.m. money the employee receives from the summons and 5:00 p.m. He the employee's actual, reasonable expenses for meals, parking, out of town travel expenses or accommodations, upon presentation of receipts. 53.5 Employees testifying pursuant to Article 53.4 in the classifications listed below will be paid for that part of his normal workweek as follows, based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion following rates of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the pay:  Dealers – Regular rate of straight-timepay plus tokes. If he works for the Employer on Sunday Servers, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled dayTransportation Attendants, i.e.Bartenders, Monday through FridayCoat Attendants, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to reportConcierge Attendant, he shall call the manager to inform him that he has been permanently released. ThereafterXxxx Person, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensatedDoor Person, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for payGarage Attendant, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.Xxx Xxxxxx, Xxxxxx/Food Runner:

Jury Duty. A. SECTION 18.1. A first or second shift employee who is required to be absent from work in order to report for jury examination on a regularly scheduled work day will receive a jury-duty allowance in an amount not to exceed four (4) hours’ pay at his regular base hourly wage rate less the fee or other compensation paid him with respect to such jury examination. (a) When a non-probationary, full-time an employee is required to be absent from work on a regularly scheduled work day in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earnedorder to serve as a juror, he shall be scheduled a Monday through Friday workweek between granted pay for those hours for which he is absent from work for this reason at his regular base hourly wage rate less the hours of 8:00 a.m. and 5:00 p.m. and fee or other compensation paid for each day on him with respect to such jury service at the rate of duty. Such payment shall not exceed eight (8) hours times his straightfor any full day of absence. (b) Pay for such work time lost shall in no event exceed a total of thirty (30) regular 8-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be hour work days or part days in any court calendar year less the fee or courthouse for jury service and other compensation paid the employee with respect to such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily (c) Second shift employees who are ordered to serve as jurors and who are excused from jury service prior to 12:00 noon on any regularly scheduled day, i.e., Monday through Friday, he work day shall immediately report for work at the beginning of their regularly scheduled shift on such day. They shall not be eligible for jury-service pay in such cases. (d) Third shift employees who are ordered to complete serve as jurors shall be excused from work the remaining hours day of his scheduled work shiftand the day after their assigned jury duty. SECTION 18.3. Failure to so report The provisions of Section 18.1 and Section 18.2 shall disqualify not apply in case of jury examination or jury duty on any day during which an employee from any is not scheduled to work nor on holidays, vacation periods, or authorized leaves of absence, nor shall such provision apply to employees who have volunteered for jury duty. SECTION 18.4. To be eligible to receive pay for time lost from work because of jury examination or jury duty, an employee must notify his supervisor not later than forty-eight (48) hours after he receives notice to report for such examination or duty for and must provide the day in question as long as the transportation time will permit him to return to work prior to Company within one (1) hour before week of the end completion of his shift. If jury service with a statement filed by an employee is permanently excused official of the court showing the time of reporting and the time of dismissal from jury service he shall immediately report on each day for work to complete which a jury-duty allowance is claimed and the remaining hours amount of his scheduled work shift that dayregular jury fees paid. Failure to so report shall disqualify an However, in the event the employee does not provide a statement from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to court within one (1) hour before week, the end Company will pay for his time lost because of his shiftthe jury examination or jury duty. Such payment shall be made in the pay period immediately following the dates of jury examination or jury duty, whenever practicable. Within a period of three (3) months from the date of payment, the employee will be required to produce the statement of service from the court. Any adjustments required will be made after receipt of the statement of services. If the employee is not required fails to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on produce a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer statement from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for court after three (3) tours of jury duty service only during months from the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which date he would not be eligible for was given make-up pay, the Employer shall join the employee in seeking excuse Company will deduct that amount from service if such service would cause a financial hardship to the employee’s future earnings.

Jury Duty. A. When a non-probationary, full19.1 - Employees who are required and who report for jury duty shall be paid by the Company for each day partially or wholly spent in performing jury duty an amount equal to the difference between the employee's regular straight-time employee is required hourly rate times the number of hours (up to be in any court or courthouse for jury service and such service deprives such employee of pay eight (8)) that he otherwise would have earned, he shall be been scheduled a Monday through Friday workweek between to work and the compensation received for jury duty (excluding amounts received as reimbursement for expenses or travel allowance). Such hours of 8:00 a.m. and 5:00 p.m. and paid for each shall not be counted as hours worked for purposes of computing overtime. 19.2 - In order to be eligible to receive payment under this Article, an employee must notify his Store Manager, on his first work day on such jury service at after receipt of the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him notice to report for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service duty and such service deprives such employee of pay must furnish satisfactory evidence that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration was performed and the amount of compensation received by him for such jury service. Utilization of such an employee ser­ vice on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee days for which payment is satisfiedclaimed. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. 19.3 - If an employee is temporarily notified to do so by the Store Manager or Assistant Manager when he is excused from jury service either temporarily or permanently, on any scheduled work day, i.e., Monday through Friday, he the employee shall immediately promptly report for work to complete the any remaining hours of his scheduled work shift. Failure day; provided, no employee shall be re­ quired to so report for work on any day on which he has served and been compensated by the Court for at least eight (8 ) hours jury duty, nor shall disqualify an any employee from any pay who reports back to work under this Section be required to work more than ten (10) hours, less the number of hours for which served and compensated for jury duty for by the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftCourt that day. If an employee is permanently excused from jury service appears in Court or the Police Department on behalf and at the request of the Employer/ he shall immediately report for work to complete the remaining hours receive his basic straight-time rate of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day time spent in question making such appearance; and, such time shall not be considered as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting part of the schedule shall relieve work week under the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life terms of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty Duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeeexceed ten (10) working days pay per year.

Jury Duty. A. When Employees summoned to perform jury service shall be compensated as provided in (A, B, and C) below. Such pay shall be limited to ten (10) working days in any calendar year. Employees are expected to request the court to excuse them from jury duty if they have served as a non-probationaryjuror within the past three (3) years. (A) Jury Service or Jury Examination (1) Jury service or jury examination on a regularly scheduled workday for a first shift employee shall be considered an excused absence and such employee shall receive jury duty allowances as follows: If excused from jury service prior to the first half of their work shift, full-time employee is he/she will be required to be in any court or courthouse report for work within one and one-half (1-1/2) hours from the time he/she is excused from jury service service. If he/she returns to work and such service deprives such employee completes the shift on the day of pay that he otherwise would have earnedjury service, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of he/she will receive eight (8) hours times his straight-time hourly pay at his/ her regular rate. If he/she does not return to work when excused prior to the first half of his/her work shift, he/she will be paid only for those hours served on the jury. Employees serving past the first half of their work shift on the jury on such day of jury service will not be required to report for work after being excused from jury service on that day. He/she will be paid eight (8) hours at his/her regular rate for wages lost due to such absence on a regular eight (8) hour shift. (2) Jury service on a regularly scheduled workday for a second shift employee shall be considered an excused absence and such employee shall receive jury duty allowances as follows: A second shift employee excused from jury service after serving three (3) hours or less any remuneration received by him will report for a full shift of work on the day he/she serves on the jury. If he/she serves on the jury more than three (3) hours, he/she will not be required to report for work on that day and will be paid eight (8) hours at regular rate. (3) A third shift employee will be excused with pay the first day of jury service. When A third shift employee excused from jury service after serving three (3) hours or less will report for a non-probationaryfull shift of work on the next following regularly scheduled shift. If he/she serves on the jury more than three (3) hours, part-time employee is he/she will not be required to work the following shift on a regularly scheduled workday, except that a third shift employee serving on the jury on Friday will be in any court or courthouse required to report for jury service and such service deprives such the full shift of work the following shift on a regularly scheduled workday. An employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He not required to report for work will be paid for that part of his normal workweek based upon his average eight (8) hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday his/her regular rate of pay. C. If an employee is temporarily excused from jury service on (B) Pay for such work time lost shall be computed at the employee's regular rate of pay at the time of such absence excluding any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shiftovertime. Failure to so report shall disqualify an employee from any pay In no case will payment be made for jury duty performed on the sixth or seventh workday of an employee's regularly assigned workweek or for the day hours in question as long as the transportation excess of an employee's regular eight (8) hour workday. (C) To receive pay for work time will permit him to return to work prior to one (1) hour before the end of his shift. If lost, an employee is permanently excused from jury service he shall immediately must promptly notify his/her supervisor of any notice the employee receives to report for work jury examination or to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for and must provide the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on Company with a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting statement filed by an official of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship court certifying as to the employee's service as a juror, or appearance in court for that purpose, the date or dates of attendance, and the hours of attendance.

Jury Duty. A. When a non-probationary, full-time 1. If an employee who has completed his or her probationary period is required to serve on a jury on any of his or her scheduled work days and loses time from his or her regular work schedule, a supplemental allowance will be in any court or courthouse for jury service and such service deprives such granted to the employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek equal to the difference between the hours of 8:00 a.m. pay he or she receives for service as a juror and 5:00 p.m. and paid for each day on such jury service his or her Village pay at the regular rate of for eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury servicehours. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He This allowance will be paid limited to two (2) weeks for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the regular jury duty and four (4) weeks for grand jury duty. 2. In order to receive such workweeks immediately preceding supplemental allowance, the week(semployee must comply with the following conditions: (a) in which He or she must not have-volunteered for the jury duty; (b) As soon as possible, but not later than two (2) days prior to the time he or she is scheduled to serve, he or she shall show to the Superintendent of Public Works the summons to serve on a jury; (c) After he or she has completed his or her jury duty, he or she shall furnish the Superintendent of Public Works with a statement signed by the clerk of the court, as to the amount of pay received for the jury service and the time served as juror. 3. Hours served on jury duty is required, less any remuneration received by him shall not be considered hours worked for such jury service. Utilization purposes of such determining an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfiedemployee's eligibility for overtime. B. If such employee in addition works for 4. When the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury duty service on any scheduled day or part thereof, he or she is required to report for work, if he or she is excused before 1:00 p.m. In such case, the employee's Village earnings shall be used to reduce his supplemental allowance for required jury duty service. Once an employee receives notice that he or she will not have to serve on jury duty on a particular day, i.e., Monday through Friday, he shall or she will immediately notify the Village and report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksscheduled. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-straight- time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons, but in no event less than two weeks before the work schedule is posted for the week in which the employee is scheduled to begin jury duty. Claims regarding issues with the postal service will be examined on a case by case basis. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary(A) All Employees who have completed their probationary period and who are called to serve as jurors will receive their regular pay less their pay as jurors for each work day while on jury duty, full-time employee is required which shall not include “on call” jury duty when Employees are able to be in any court at work. The receipt of a subpoena or courthouse the notice to report for jury service duty must be reported immediately to the Human Resources Office of the Employer, and such service deprives such employee of pay the Employer may request that he otherwise would have earned, he shall the Employee be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on excused or exempted from such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Fridayduty if, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion opinion of the Employer; provided , the minimum weekly hour guarantee is satisfiedEmployee’s services are essential at the time of proposed jury service. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay (B) Time off for jury duty for the day in question (not “on call”) shall be arranged as long as the transportation time will permit him to return to work prior to one follows: (1) hour before If the end Employee is scheduled to work the day shift (2) If the Employee is scheduled to work the night or third shift, he/she shall be off on the shift immediately prior to jury duty. (C) If an Employee who works the day shift reports to jury duty and is released early so that court time and reasonable travel time to the work site (including time to stop at home if necessary) do not exceed three and one-half (3-1/2) hours in total, the Employee shall report to the balance of his day shift. If an employee is permanently excused from jury service he shall immediately report for work Employee who works the evening or second shift reports to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for and is released early so that court time and reasonable travel time (including time to stop home if necessary) do not exceed three and one-half (3-1/2) hours, the day in question as long as the transportation time will permit him to return Employee shall report to work for his/her regular work shift. An Employee who has been off the night or third shift immediately prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required to report for Grand Jury serviceadditional work or make up the time if released early from jury duty. In Any Employee who is excused from jury duty after 5:00pm the event an employee day before the Employee is called scheduled to report for jury service duty shall report for which he would not be eligible work for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeehis/her regular work shift.

Jury Duty. SECTION A. When a non-probationary, fullEmployees who are required and who re­ port for jury duty shall be paid by the company for each day partially or wholly spent in performing jury duty an amount equal to the difference between the employee’s regular straight-time employee is required hourly rate times the number of hours (up to be in any court or courthouse for jury service and such service deprives such employee of pay eight (8)) that he otherwise would have earned, he shall be been scheduled to work and the compensation received for jury duty (excluding amounts received as reimbursement for expenses or as a Monday through Friday workweek between the travel allowance). Such hours of 8:00 a.m. and 5:00 p.m. and paid for each shall not be counted as hours worked for purposes of computing overtime. SECTION B. In order to be eligible to receive payment under this Article, an employee must notify his store manager on his first work day on such jury service at after receipt of the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him notice to report for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse duty and must furnish satisfactory evidence that jury duty was performed and the amount of compensation received for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee days for which payment is satisfiedclaimed. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. SECTION C. If an employee is temporarily notified to do so by the store manager or assistant manager when he is excused from jury service either temporarily or permanently, on any scheduled sched­ uled work day, i.e., Monday through Friday, he the employee shall immediately promptly report for work to complete the any remaining hours of his scheduled work shift. Failure day; provided, no employee shall be required to so report for work on any day on which he has served and been compensated by the Court for at least eight (8) hours jury duty, nor shall disqualify an any employee from any pay who reports back to work under this Section be required to work more than ten (10) hours, less the number of hours for wonhitchhatsedravye.d and was compensated for jury duty for by the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. Court SECTION D. If an employee is permanently excused from jury service he shall immediately report for work to complete appears in Court or the remaining hours Police Department on behalf and at the request of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to reportEm­ ployer, he shall call receive his basic straight-time rate of pay for the manager to inform him that he has been permanently released. Thereaftertime spent in making such appearance; and, the manager may place him on a work schedule similar to which he normally works. D. The employee such time shall notify the Employer not be considered as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting part of the schedule shall relieve work week under the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life terms of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek his regular schedule but paid for any day he attends jury duty as if he was scheduled between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. If the employee is not actually called to report for jury service, he shall work his regular schedule that day. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of pay to the employee. (For example, an employee regularly scheduled to work until 11p.m. on Tuesday must be released early to perform jury service on Wednesday.) When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift his regular hours paid for any day he attends jury duty as if he was scheduled between the hours of 8:00 a.m. and 5:00 p.m. If the employee is not actually called to report for jury service, he shall work his regular schedule that day. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for . The Company will accommodate the Employer on Saturdayemployee’s schedule to meet all requirements of the contract without any loss of the employee. (For example, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from regularly scheduled to work until 11 p.m. on Tuesday must be released early to perform jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksWednesday. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.)

Jury Duty. A. When a A non-probationary, full-time probationary employee who is required to be in any court or courthouse for jury service and/or jury orientation and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled for a Monday through day shift on a Monday-through-Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid shall receive pay during such workweek for each day on such jury service and/or jury orientation at the rate of eight (8) hours times his straight-time hourly rate, except in the case of part-time employees the number of hours regularly scheduled on the day in question less any remuneration received by him for jury serviceservice and/or jury orientation. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him Remuneration for such jury serviceduty service shall be limited to one (1) term of jury duty service during the term of this Agreement. Utilization At the request of such the employee, and to the extent that staffing needs can accommodate the request, an employee on may serve a second (2nd), jury service during the Saturday and/or Sunday portion term of his normal workweek shall continue this Agreement. The second (2nd) jury service will be without remuneration or benefit contributions, and the employee will be scheduled as provided in this Section A. It is also understood the employee give notice to be at the discretion Employer as provided in Section F of the Employer; provided the minimum weekly hour guarantee is satisfiedthis Article. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-straight- time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is excused, temporarily excused or permanently, from jury service on for any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his for such scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his this shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee. F. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the beginning of the workweek prior to the week of jury duty shall relieve the Employer from the scheduling requirements set forth in A above. The Employer will verify eligibility if provided with a timely summons. An employee making a false claim for jury duty pay shall be subject to discharge.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee, who has completed the probationary period in accordance with Article 13.02 of this Agreement, is called for Jury Duty, the Company will make up the difference in the amount of pay the employee receives for serving on the jury and the straight time earnings that hours if there had been no requirement to serve on the jury, subject to the following: (a) The maximum make-up hours of pay shall not exceed eight daily hours or forty weekly hours. (b) When an employee is not picked to serve on a jury and is dismissed by the court for the remainder of the day, provided there are more than two hours that could be worked by the employee, or days, the employee shall report to work immediately after being dismissed and work the remaining hours as shown on the employee s weekly Work Schedule. (c) The employee shall provide the Company with a certificate from the courts stating: - The dates required to be in any court or courthouse report for jury service Jury Duty, starting times and such service deprives such employee finishing times. - The amount of Jury Duty pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He has or will be paid for that part of his normal workweek based upon his average hours worked or paid for to the employee. A RTICLE 11 - NOTICE OF ABSENCE 11.01 Employees are required to attend work regularly in each workweekaccordance with work schedules. When unable to attend, Monday through Friday, in the four (4) such workweeks immediately preceding employee must contact the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftime. If the employee is not required unable to reportreach their immediate supervisor, he shall call employees must leave a voicemail with the manager to inform him that he has been permanently releasedfollowing information; - Reason for absence - Date of expected return - Where they can be reached during their absence. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure may be s request, to provide such summons prior a sick note after three consecutive sick days. The employee will be reimbursed up to a maximum of fifteen dollars ($15.00) per note for any required sick note, as long as the employee provides a receipt when this information is requested by management. A RTICLE 12 - BULLETIN BOARDS 12.01 The Company will make a Bulletin Board available for the posting of notices of union meetings, conferences, social events, and business of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to dischargebargaining unit. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during 12.02 Bulletin board notices remain the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life property of the Agreementrespective author i.e. company or the union, and it will be considered a serious misdemeanor for anyone to deface or remove such notices. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.A RTICLE 13 - UNION SENIORITY 13.01 SENIORITY DEFINITION

Jury Duty. A. When a non-probationaryAn officer, full-time employee who has completed his/her probationary period and who is required to be in any court or courthouse summoned and reports for jury service and such service deprives such employee of pay that he otherwise would have earnedduty as prescribed by applicable law, he shall be scheduled a Monday through Friday workweek between for the hours day shift for the period of 8:00 a.m. jury duty obligation. The officer's days off shall not be changed, and 5:00 p.m. the officer shall report to work at 7:00 am. each morning that he/she is scheduled to work and paid for will be released from work as necessary to report to court by the specified time. For each day on such which the officer performs jury service at service, on which he/she was scheduled to work for the rate of eight (8) hours times his University, he/she shall be paid his/her normal, scheduled straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee hours at his/her regular rate of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he . An officer shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty report promptly to work when he/she is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any duty, provided he/she is excused during his/her regularly scheduled dayshift. If he/she is excused at a time outside his/her regularly scheduled shift, i.e., Monday through Friday, he he/she shall immediately promptly report for work to complete at the remaining hours start of his his/her next regularly scheduled work shift. Failure of the officer to do so report shall disqualify an employee cause him/her to forfeit all right and claim to jury duty pay from any the University. This Section does not apply to employees who volunteer for jury duty, and the University's obligation to pay for jury duty for the day shall be limited to a maximum of forty-five (45) days in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftany calendar year. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. The employee shall Officers must notify the Employer Deputy Chief in advance of the jury date by a copy of the summons as soon as he the officer receives his jury duty the summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim , and must apply for jury duty pay in accordance with procedures developed by the Department of Human Resources. If the officer fails to do so, he/she shall be subject to discharge. E. An employee shall not be eligible for jury duty pay for three (3) tours of pay. Seniority and benefits shall continue to accrue during jury duty service only during the life leave of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen no more than forty-five (1545) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeeany calendar year.

Jury Duty. A. When 1. Employees with at least thirty (30) days employment in a nonFull-probationaryTime, fullPart-time employee is Time, Float or Short-Hour coded hour status who are required to be in any court or courthouse report for jury service and will be excused from scheduled work on such service deprives such employee of pay that he days. Such employees shall receive, on days he/she otherwise would have earnedworked, he shall be scheduled his/her regular straight time pay, including differentials. 2. The employee must furnish the Employer with a Monday through Friday workweek between written statement from the hours appropriate public official showing the dates and time served and the amount of 8:00 a.m. jury pay received. In cases where there is a combination of work and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee is required to be in any court or courthouse hours paid for jury service and such shall not count as hours worked in determining eligibility for overtime. 3. For scheduling purposes, a regularly scheduled employee on jury service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be considered a day shift employee for days scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He for jury duty. The employee will not be paid for required to work regularly scheduled weekends, nor will he/she be required to make up that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily weekend when excused from jury service on any scheduled day, i.e., Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for duty if he/she has performed jury duty for equal to the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shiftemployee’s coded hours. 4. If the employee is not required excused from jury duty for an entire day, or is excused early enough in the day to reportpermit working one-half (1/2) of a regularly scheduled day, he shall the employee will call the manager supervisor or designee to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally worksmake known their availability for work. D. The 5. Suitable work will be provided for the employee shall notify the Employer as soon as he receives his jury duty summonsat their worksite or at a site within a reasonable commute from their normal work location. Failure to provide such summons prior notify the Supervisor, or designee, of an excused jury duty will result in no payment of wages for that day. 6. If the employee’s regularly scheduled shifts are evenings or nights, the employee and the supervisor may agree to have the posting of the schedule shall relieve the Employer from the scheduling requirements set forth aboveemployee work their regular shift on a canceled jury duty day. 7. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance Reimbursement for jury serviceservice as provided for in this Article shall be limited to service on one (1) jury assignment in any one (1) calendar year, unless additional jury service is mandated by the court. 8. Employees will be paid for time spent in a recognized court or government hearing or civil deposition when requested to appear or subpoenaed by the Employer. 9. An employee making may use PTO, vacation time, or flexible personal days, if available, for other court appearances, provided the employee furnishes the Employer with a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours written statement from the appropriate public official showing the dates and time served and the amount of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employeereceived.

Jury Duty. A. When All employees shall be granted leave with pay and without loss of any benefits of his/her employment, to serve as a non-probationaryjuror in State or Federal court or witness as a consequence of their official duties in response to subpoena or similar service issued out of a State or Federal court, full-time subject to the following provisions: 19.1 All employees granted such leave or receiving witness fees shall pay all money received for his/her service as a juror or witness to the City Treasurer, less any travel allowance received. 19.2 Where the employee is required to be in any court serve as a juror or courthouse for jury service witness on a scheduled day off or vacation day, and such day cannot reasonably be rescheduled, s/he may retain the fee paid for service deprives such as a juror or witness on his/her day off or vacation day. 19.3 If an employee is subpoenaed to appear on a civil or criminal case, as a consequence of their official duties, on their off duty time; they shall receive a minimum of four (4) hours at the overtime rate, and if more than four (4) hours, they shall receive overtime pay that he otherwise would have earnedfor the time actually spent in court rounded to the next hour, he and they shall be scheduled allowed to retain the witness fee. 19.4 If an employee is not on a Monday through Friday workweek between the hours of 8:00 a.m. day-shift schedule, and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. When a non-probationary, part-time employee s/he is required to serve as a juror, s/he shall be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the rescheduled to a Monday through Friday portion day shift for the duration of his normal workweek, he his/her jury duty. The overtime provisions of this agreement shall be scheduled not apply to an employee undergoing a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked change to go on or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which come off jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfiedduty. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. 19.5 If an employee granted leave under this Article is temporarily excused from jury service on any scheduled dayas a juror or witness with more than two (2) hours remaining in his/her work shift, i.e., Monday through Friday, s/he shall immediately notify his/her immediate supervisor, and shall report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior the remainder of his/her shift if his/her immediate supervisor requests him/her to one (1) hour before do so. For the end purpose of his shift. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafterthis Article, the manager may place him on a work schedule similar to which he normally works. D. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for considered as working the normal day shift. 19.6 A temporary employee, as defined in Article 1, shall only be allowed jury duty pay for three (3) tours leave under this Article after 6 continuous months of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee employment in seeking excuse from service if such service would cause a financial hardship to the employeefull- time budgeted position.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned, he shall be scheduled a Monday through Friday workweek between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-time hourly rate, less any remuneration received by him for jury service. service providing that said employees must be employed for one (1) year in order to receive jury duty pay. B. When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he otherwise would have earned during the Monday through Friday portion of his normal workweek, he shall be scheduled a shift between the hours of 8:00 a.m. and 5:00 p.m. He will be paid for that part of his normal workweek based upon his average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his normal workweek shall continue to be at the discretion of the Employer; , provided the minimum weekly hour guarantee is satisfied. B. If such employee in addition works for the Employer on Saturday, he shall be paid at the rate of straight-time. If he works for the Employer on Sunday, he shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., day i.e. Monday through Friday, he shall immediately report for work to complete the remaining hours of his scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. . D. If an employee is permanently excused from jury service he shall immediately report for work to complete the remaining hours of his scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him to return to work prior to one (1) hour before the end of his shift. If the an employee is not required to report, he shall call the manager to inform him that he has been permanently released. Thereafter, the manager may place him on a work schedule similar to which he normally works. D. E. The employee shall notify the Employer as soon as he receives his jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth for above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. F. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) eligible days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.

Jury Duty. A. When a non-probationary, full-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned, he they shall be scheduled a Monday through Friday workweek their regular schedule but paid for any day they attend jury duty as if they were scheduled between the hours of 8:00 a.m. and 5:00 p.m. and paid for each day on such jury service at the rate of eight (8) hours times his straight-their straight- time hourly rate, less any remuneration received by him them for jury service. If the employee is not actually called to report for jury service, they shall work their regular schedule that day. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of pay to the employee. (For example, an employee regularly scheduled to work until 11p.m. on Tuesday must be released early to perform jury service on Wednesday.) When a non-probationary, part-time employee is required to be in any court or courthouse for jury service and such service deprives such employee of pay that he they otherwise would have earned during the Monday through Friday portion of his their normal workweek, he they shall be scheduled a shift their regular hours paid for any day they attend jury duty as if they were scheduled between the hours of 8:00 a.m. and 5:00 p.m. He If the employee is not actually called to report for jury service, they shall work their regular schedule that day. They will be paid for that part of his their normal workweek based upon his their average hours worked or paid for in each workweek, Monday through Friday, in the four (4) such workweeks immediately preceding the week(s) in which jury duty is required, less any remuneration received by him them for such jury service. Utilization of such an employee on the Saturday and/or Sunday portion of his their normal workweek shall continue to be at the discretion of the Employer; provided the minimum weekly hour guarantee is satisfied. The Company will accommodate the employee’s schedule to meet all requirements of the contract without any loss of the employee. (For example, an employee regularly scheduled to work until 11 p.m. on Tuesday must be released early to perform jury service on Wednesday.) B. If such employee in addition works for the Employer on Saturday, he they shall be paid at the rate of straight-straight time. If he works they work for the Employer on Sunday, he they shall be paid at the Sunday rate of pay. C. If an employee is temporarily excused from jury service on any scheduled day, i.e., Monday through Friday, he they shall immediately report for work to complete the remaining hours of his their scheduled work shift. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If an employee is permanently excused from jury service he service, they shall immediately report for work to complete the remaining hours of his their scheduled work shift that day. Failure to so report shall disqualify an employee from any pay for jury duty for the day in question as long as the transportation time will permit him them to return to work prior to one (1) hour before the end of his their shift. If the employee is not required to report, he they shall call the manager to inform him them that he has they have been permanently released. Thereafter, the manager may place him them on a work schedule similar to which he they normally workswork. D. The employee shall notify the Employer as soon as he receives his they receive their jury duty summons. Failure to provide such summons prior to the posting of the schedule shall relieve the Employer from the scheduling requirements set forth above. The Employer will verify eligibility if provided with a timely summons. The Employer may require proof of attendance for jury service. An employee making a false claim for jury duty pay shall be subject to discharge. E. An employee shall be eligible for jury duty pay for three (3) tours of jury duty service only during the life of this Agreement. The total number of days that an employee may receive jury duty pay is limited to fifteen (15) days through the life of the Agreement. An employee shall no longer be eligible for jury duty pay when three (3) tours are served or when fifteen (15) days have been compensated, whichever occurs first. Jury duty pay shall not be required for Grand Jury service. In the event an employee is called for jury service for which he they would not be eligible for pay, the Employer shall join the employee in seeking excuse from service if such service would cause a financial hardship to the employee.