Common use of JURY SERVICE AND WITNESS LEAVE Clause in Contracts

JURY SERVICE AND WITNESS LEAVE. 22.1 Employees called on for jury service/witness leave are required to serve. Where the need is urgent, the employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 22.2 An employee called on for jury/witness service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee's off duty hours, the employee may retain the fees and expenses paid. 22.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the Court to complete details of fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses. 22.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the Court, the employee is to report back to work where this is reasonable and practical.

JURY SERVICE AND WITNESS LEAVE. 22.1 17.1 Employees called on for jury service/service or who are subpoenaed, or as a witness leave for the Crown, the employer, or in the course of their employment, are required to serve. Where the need is urgent, the employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 22.2 17.2 An employee called on for jury/jury service or as a witness service may elect to take annual leave, for the Crown shall be granted leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee's off duty hours, the employee may retain the fees and expenses paid. 22.3 17.3 Where leave on pay an employee is grantedrequired to be a witness in a matter arising out of his/her employment, a s/he shall be granted paid leave. 17.4 A certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the Court to complete details of juror's fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses. 22.4 Where leave 17.5 Leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is Court does not required by require the Courtemployee, the employee is to report back to work where this is reasonable and practical.

JURY SERVICE AND WITNESS LEAVE. 22.1 23.1 Employees called on for jury service/witness leave are required to serve. Where the need is urgent, the employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 22.2 23.2 An employee called on for jury/witness service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee's off duty hours, the employee may retain the fees and expenses paid. 22.3 23.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the Court to complete details of fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses. 22.4 23.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the Court, the employee is to report back to work where this is reasonable and practical.

JURY SERVICE AND WITNESS LEAVE. 22.1 16.1 Employees called on for jury service/witness leave are required to serve. Where the need is urgent, the employer FRSL may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 22.2 16.2 An employee called on for jury/witness service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee's off duty hours, the employee may retain the fees and expenses paid. 22.3 16.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer FRSL to the effect that the employee has been granted leave on pay and requesting the Court court to complete details of fees and expenses paid. The employee is to pay the fees received to the employer FRSL but may retain expenses. 22.4 16.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the Courtcourt, the employee is to report back to work where this is reasonable and practical.