Common use of Jury Service/Witness Leave Clause in Contracts

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. 17.1 1. An Employee called on for jury service shall be given leave without loss of pay. 2. The Employee is to pay any juror's fees received to the Trust but may retain the expenses. Provided that where the service is performed on a weekend or during a part time Employee’s off duty hour, the Employee shall retain the fees. 3. Employees are required to report for work at their normal starting time each day of jury service, unless expressly directed otherwise by the Court. 4. Where Employees are excused from jury service during normal working hours, they are to return immediately to duty and to continue to work until required again for jury service. 5. Employees called on for jury service are required to serve. Where the need is urgent, the Trust may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 6. 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 rateleave. The employee is to pay any fee received to the Employer but may retain expenses. 7. Where an employee is required to be a witness in a matter not arising out of his/her employment the employee can take annual leave, or leave without pay. The employee can retain both the fees and expenses.