Jury Service/Witness Leave. 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.
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).
17.3 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 juror’s fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses.
17.4 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 practicable.
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 paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any fee received to the Employer but may retain expenses.
Jury Service/Witness Leave. 19.1 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.
19.2 An employee called for jury service shall advise the employer as soon as practicable.
19.3 Where the employee is required to serve on a jury and the option of making application for exemption is not exercised, the employee shall be granted paid jury service leave of up to a maximum of 5 days. Any additional days beyond the first 5 days leave can be taken as annual leave or leave without pay.
19.4 While the employee is receiving paid jury service leave, the employee upon receipt of payment from the court for jury service shall pass this payment onto the employer but may retain expenses. Where annual leave or leave without pay is granted, or where work attendance is not affected by the jury service, the employee may retain the juror’s fees and expenses paid. Where the employee is paid by the court via direct credit, the employee may provide evidence of the payment received for jury service to the employer so that the employer can deduct this amount from the employee’s pay rather than the employee having to pay the employer. If the employee fails to reimburse the employer the juror’s fees received and fails to provide the evidence as to the court payment to authorise a deduction for the fees paid by the court, the employer shall be entitled to deduct the payment the employer made to the employee for the jury service attendance from wages due to the employee and the employee shall not be entitled to any payment from the employer for the time spent on jury service.
19.5 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 practicable.
19.6 Where an employee is required to be a witness in a matter arising out of their current employment, they shall be granted paid leave at the relevant daily pay. The employee is to pay any fee received to the employer but may retain expenses.
Jury Service/Witness Leave. 17.1 Leave for jury service may be taken on ordinary pay on the days that the employee would normally work provided that: - the employee will advise the employer of a request to participate in jury service at the earliest opportunity - this does not affect the day-to-day operations of the hospice - the employee returns to work immediately on any day the employee is not actually required to attend at Court - the employee pays the fees received to the employer but may retain any expenses paid.
Jury Service/Witness Leave. 17.1 Where an employee is required to undertake Jury service the difference between the fees (excluding reimbursing payments) paid by the court and the employee’s expected pay for the scheduled work shall be made up by the employer for a maximum of one week’s jury service in any one period of jury service, provided that the employee returns to work immediately on any day they are not actually serving on a jury and further provided that the employee produces the court expenses voucher to the employer. Additional payments for jury service in excess of one week may be made at the employer’s discretion.
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).
17.3 Where an employee is required by the employer to be a witness in a matter arising out of his/her employment, he/she shall be granted paid leave at the ordinary time hourly rate. The employee is to pay any fee received to the Employer but may retain expenses.
Jury Service/Witness Leave.
4.11.1 Employees called on for jury service are required to serve. Where the need is urgent, the Employer may apply for a postponement because of particular work needs, but this may be done only in exceptional circumstances.
Jury Service/Witness Leave a) Leave for jury service may be taken on ordinary pay on the days that the Employee would normally work provided that:
i. the Employee will advise the Employer of a request to participate in jury service at the earliest opportunity including providing the written jury request letter
ii. where circumstances require the Employee to be on the roster, the Employer can provide the Employee a letter of exemption.
iii. the Employee returns to work immediately on any day the Employee is not actually required to attend at Court
iv. the Employee pays the fees received to the Employer but may retain any expenses paid.
Jury Service/Witness Leave. 17.1 Where an employee is obliged to undertake jury service or is summoned as witness, the difference between the fees (excluding reimbursing payments) paid by the Court, and the employee’s ordinary pay shall be made up by the employer provided:
(i) that the employee produces the Court expenses voucher to the employer;
(ii) the employee returns to work immediately on any day he/she is not actually serving on a jury/giving evidence.
17.2 These payments shall be made for up to a maximum of five days in respect of each separate jury/witness service.
Jury Service/Witness Leave. 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 practicable.
Jury Service/Witness Leave. All Employees Paid leave for period of duty. Such leave will include necessary travelling. Must forfeit and reimburse to Council all Jury Service or Witness fees, other than daily incidentals. Leave Without Pay Full-time and Part-time Employees only For a period no greater than 12 months Application must be in writing seeking CEO approval or nominee with each case viewed on merit and organisational needs. Not recognised as continuous service.
Jury Service/Witness Leave.
25.1 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.
25.2 Jury service leave will be granted on pay and the employee is to pay the fees received from the Court to the employer but may retain expenses.
25.3 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 practicable.
25.4 Where an employee is required to be a witness in a matter arising out of his/her employment, he/she shall be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any fee received to the Employer but may retain expenses.
