Common use of JURY SERVICE AND WITNESS LEAVE Clause in Contracts

JURY SERVICE AND WITNESS LEAVE. 18.1 Employees called on for jury service 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. 18.2 An employee called on for jury 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 juror’s fees (and expenses paid). 18.3 Where leave on pay is granted on ordinary pay (TI rate only), 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. 18.4 Where leave on pay is granted on ordinary pay (TI rate only), it is only in respect of time spent on jury service, including reasonable traveling time. Any time during normal working hours when the court does not require the employee, the employee is to report back to work where this is reasonable and practicable. 18.5 Where an employee is required to be a witness in a matter arising out of his/her employment, he/she shall be granted leave without deduction of ordinary pay (TI rate only). The employee is to pay any fee received to the employer but may retain expenses.

JURY SERVICE AND WITNESS LEAVE. 18.1 17.1 Employees called on for jury service 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. 18.2 17.2 An employee called on for jury 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 juror’s fees (and expenses paid). 18.3 17.3 Where leave on pay is granted on ordinary pay (TI rate only), 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. 18.4 17.4 Where leave on pay is granted on ordinary pay (TI rate only), it is only in respect of time spent on jury service, including reasonable traveling time. Any time during normal working hours when the court does not require the employee, the employee is to report back to work where this is reasonable and practicable. 18.5 17.5 Where an employee is required to be a witness in a matter arising out of his/her employment, he/she shall be granted leave without deduction of ordinary pay (TI rate only). The employee is to pay any fee received to the employer but may retain expenses.