Common use of Jury Service/Witness Leave Clause in Contracts

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. 17.1 Employees a. Midwives 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 b. A midwife 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 employeea midwife's off duty hours, the employee midwife may retain the juror's fees (and expenses paid). 17.3 c. Where leave on pay is granted, a certificate is to be given to the employee midwife by the Employer to the effect that the employee midwife has been granted leave on pay and requesting the Court to complete details of juror’s fees and expenses paid. The employee midwife is to pay the fees received to the employer but may retain expenses. 17.4 d. 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 midwife is not required by the Court, the employee midwife is to report back to work where this is reasonable and practicable. 17.5 e. Where an employee a midwife 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 midwife is to pay any fee received to the Employer but may retain expenses.

Jury Service/Witness Leave. 17.1 11.1 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 11.2 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 11.3 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 11.4 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 11.5 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. ‌ 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. 17.1 15.1 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 15.2 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 15.3 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 15.4 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 15.5 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. 17.1 10.1 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 10.2 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 10.3 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 10.4 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 10.5 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. 17.1 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. 17.2 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). 17.3 18.3 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 18.4 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 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 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. 17.1 14.1 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 14.2 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 14.3 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 14.4 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 14.5 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. 17.1 26.1 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 26.2 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 ’s off duty hours, the employee may retain the juror's ’s fees (and expenses paid). 17.3 26.3 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 26.4 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 26.5 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. 17.1 ‌ 24.1 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 24.2 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 ’s off duty hours, the employee may retain the juror's ’s fees (and expenses paid). 17.3 24.3 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 24.4 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 24.5 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. ‌ 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 '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. 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 '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. 17.1 ‌ 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. 17.2 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). 17.3 18.3 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 18.4 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 18.5 Where an employee is required to be a witness in a matter arising out of his/her their employment, he/she they 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. 17.1 27.1 Employees called on for jury service are required to serveserve unless they would suffer hardship or they have childcare responsibilities. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 27.2 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 27.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting makes over the Court to complete details cheque for fees in favour of juror’s fees and expenses paidthe employer. The employee is to pay the fees received to the employer but may retain the expenses. 17.4 27.4 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 27.5 Where the employee is not required by called for jury service or witness service, they shall advise the Court, the employee is to report back to work where this is reasonable and employer as soon as practicable. 17.5 27.6 Where an the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

Jury Service/Witness Leave. 17.1 14.1 Employees called on for jury service are required to serve. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 14.2 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 14.3 Where leave on pay is granted, a certificate is to be given to the employee by the Employer 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 14.4 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 14.5 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 employer but may retain expenses.

Jury Service/Witness Leave. 17.1 Employees ‌ a. Midwives 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 b. A midwife 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 employeea midwife's off duty hours, the employee midwife may retain the juror's fees (and expenses paid). 17.3 c. Where leave on pay is granted, a certificate is to be given to the employee midwife by the Employer to the effect that the employee midwife has been granted leave on pay and requesting the Court to complete details of juror’s fees and expenses paid. The employee midwife is to pay the fees received to the employer but may retain expenses. 17.4 d. 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 midwife is not required by the Court, the employee midwife is to report back to work where this is reasonable and practicable. 17.5 e. Where an employee a midwife 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 midwife is to pay any fee received to the Employer but may retain expenses.expenses.‌

Jury Service/Witness Leave. 17.1 26.1 Employees called on for jury service are required to serveserve unless they would suffer hardship or they have childcare responsibilities. 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.is 17.2 26.2 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 26.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting employer makes over the Court to complete details cheque for fees in favour of juror’s fees and expenses paidthe employee. The employee is to pay the fees received to the employer but may retain the expenses. 17.4 26.4 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 26.5 Where the employee is called for jury service or witness service they shall advise the employer as soon as practicable. 17.5 26.6 Where an the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

Jury Service/Witness Leave. 17.1 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. 17.2 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). 17.3 18.3 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 18.4 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 18.5 Where an employee is required to be a witness in a matter arising out of his/her their employment, he/she they 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. 17.1 ‌ 11.1 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 11.2 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 11.3 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 11.4 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 11.5 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. 17.1 ‌ 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. 17.2 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). 17.3 18.3 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 18.4 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 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 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. 17.1 24.1 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 24.2 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 ’s off duty hours, the employee may retain the juror's ’s fees (and expenses paid). 17.3 24.3 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 24.4 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 24.5 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. 17.1 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. 17.2 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). 17.3 18.3 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 18.4 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 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 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. 17.1 ‌ 12.1 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 12.2 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 12.3 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 12.4 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 12.5 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. 17.1 ‌ 26.1 Employees called on for jury service are required to serveserve unless they would suffer hardship or they have childcare responsibilities. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 26.2 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 26.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting makes over 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.cheque for 17.4 26.4 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 26.5 Where the employee is called for jury service or witness service they shall advise the employer as soon as practicable. 17.5 26.6 Where an the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

Jury Service/Witness Leave. 17.1 26.1 Employees called on for jury service are required to serveserve unless they would suffer hardship or they have childcare responsibilities. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 26.2 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 26.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting employeer makes over the Court to complete details cheque for fees in favour of juror’s fees and expenses paidthe employere. The employee is to pay the fees received to the employer but may retain the expenses. 17.4 26.4 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 26.5 Where the employee is called for jury service or witness service they shall advise the employer as soon as practicable. 17.5 26.6 Where an the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

Jury Service/Witness Leave. 17.1 a. 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 b. 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 ’s off duty hours, the employee may retain the juror's fees (and expenses paid). 17.3 c. Where leave on pay is granted, a certificate is to be given to the employee by the Employer 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 d. 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 e. Where an employee is required to be a witness in a matter arising out of his/her their employment, he/she they 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 employer but may retain expenses.

Jury Service/Witness Leave. 17.1 27.1 Employees called on for jury service are required to serveserve unless they would suffer hardship, or they have childcare responsibilities. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 27.2 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 27.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting makes over the Court to complete details cheque for fees in favour of juror’s fees and expenses paidthe employer. The employee is to pay the fees received to the employer but may retain the expenses. 17.4 27.4 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 whenthe employee is not required by the Court, the employee is to report back to work where workwhere this is reasonable and practicable. 17.5 27.5 Where an the employee is called for jury service or witness service, they shall advise the employer as soon as practicable. 27.6 Where the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

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.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. 17.1 ‌ 11.1 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 11.2 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 11.3 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 's fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses.. · 17.4 11.4 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 11.5 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. 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.. and Auckl 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. 17.1 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. 17.2 An 19.2. A permanent 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 19.3. 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 's fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses. 17.4 19.4. 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 19.5. 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. 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 ’s off duty hours, the employee may retain the juror's ’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. 17.1 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. 17.2 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 ’s off duty hours, the employee may retain the juror's ’s fees (and expenses paid). 17.3 18.3 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 18.4 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 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 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. 17.1 ‌ 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. 17.2 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). 17.3 18.3 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 18.4 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 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 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.expenses.‌

Jury Service/Witness Leave. 17.1 23.1 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 23.2 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 ’s off duty hours, the employee may retain the juror's ’s fees (and expenses paid). 17.3 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 juror’s fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses. 17.4 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 practicable. 17.5 23.5 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. 17.1 ‌ 26.1 Employees called on for jury service are required to serveserve unless they would suffer hardship or they have childcare responsibilities. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 26.2 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 26.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting makes over the Court to complete details cheque for fees in favour of juror’s fees and expenses paidthe employer. The employee is to pay the fees received to the employer but may retain the expenses. 17.4 26.4 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 26.5 Where the employee is called for jury service or witness service they shall advise the employer as soon as practicable. 17.5 26.6 Where an the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

Jury Service/Witness Leave. 17.1 26.1 Employees called on for jury service are required to serveserve unless they would suffer hardship or they have childcare responsibilities. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 26.2 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 26.3 Where leave on pay is granted, a certificate is to granted the employee’s normal pay for rostered work shall be given to the employee paid by the Employer to the effect employer, provided that the employee has been granted leave on pay and requesting employer makes over the Court to complete details cheque for fees in favour of juror’s fees and expenses paidthe employer. The employee is to pay the fees received to the employer but may retain the expenses. 17.4 26.4 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 26.5 Where the employee is called for jury service or witness service they shall advise the employer as soon as practicable. 17.5 26.6 Where an the employee is required to be a witness in a matter arising out of his/her their employment, he/she shall they may be granted paid leave at the salary rate consistent with their normal rostered duties. The employee is to pay any Such payment may be abated by way of other fee received to by the Employer but may retain expensesemployee.

Jury Service/Witness Leave. 17.1 16.1 Employees called on for jury service are required to serve. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 16.2 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 16.3 Where leave on pay is granted, a certificate is to be given to the employee by the Employer employer to the effect that the employee has been granted leave on pay and requesting the Court to complete details of juror’s 's fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses. 17.4 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 Court, the employee is to report back to work where this is reasonable and practicable. 17.5 16.5 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 employer but may retain expenses.

Jury Service/Witness Leave. 17.1 Employees Should the employee be called on for jury service they are required to serve. Where the need is urgent, the Employer employer may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 17.2 An The 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 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 the 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 employer but may retain expenses.

Jury Service/Witness Leave. 17.1 11.1 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 11.2 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 11.3 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 's fees and expenses paid. The employee is to pay the fees received to the employer but may retain expenses.. · 17.4 11.4 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 11.5 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 expensesexperises.

Jury Service/Witness Leave. 17.1 ‌ 11.1 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.circumstances.‌ 17.2 11.2 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 11.3 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 11.4 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 11.5 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. 17.1 21.1 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 21.2 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 21.3 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 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 21.4 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.