50-State Surveys › Jury Duty Leave and Pay Requirements by State
Jury Duty Leave and Pay Requirements by State
Must an employer let an employee take time off for jury duty, must the time be paid, and may the employer require the employee to use PTO?
51 of 51 jurisdictions verified
every entry statute-checked, oldest 2026-07-12
What this survey covers
A jury summons raises three different workplace questions: whether the employee may miss work, whether the employer must continue wages, and what the employer may require before and after service. State statutes answer those questions in different places and often protect the absence without making it paid. This survey compares the private-sector floor for summons, selection, and actual jury service, including PTO, notice, scheduling, and enforcement.
Witness and subpoena leave is a separate subject. A state page mentions it only when necessary to explain a combined statute; the comparison dimensions remain focused on the employee serving as a juror.
How to read the table
Start with covered service and covered workers. Some statutes protect any employee summoned to state or federal court; others use narrower terms such as trial juror, grand juror, or permanent employee. The leave and employer-pay columns then separate job-protected time from wage continuation. The remaining columns show whether PTO or juror fees affect pay, what notice or proof is due, whether shift-rest rules apply, and which remedy follows retaliation.
Patterns across the 51 jurisdictions
The dominant model is protected-but-unpaid leave. In most states the statute makes it unlawful to discharge, discipline, or otherwise penalize an employee for answering a jury summons, but it does not order the employer to keep paying wages. California is a clean example: Government Code § 12945.8 protects the time off and lets the employee use otherwise available paid leave, without a private pay mandate. Texas likewise separates job protection from pay, supplying reinstatement, damages, and a criminal penalty while leaving wages to the employer. Georgia's O.C.G.A. § 34-1-3 is the same shape, and it shows a common trap: local jury handouts sometimes assert pay is required, but that language comes from a non-binding attorney-general opinion, not the statute.
A minority of jurisdictions require the employer to pay. Massachusetts is the strongest of these: a regularly employed trial or grand juror receives regular wages for the first three days or part-days, after which the Commonwealth pays. Connecticut requires the employer to pay the first five full days of service, with the state paying $50 per day afterward and treble-damage exposure for a violation. New York requires up to $72 per day for the first three days from employers with more than ten employees, and Alabama, Nebraska, and the District of Columbia also impose a pay obligation of limited duration.
Enforcement is where states diverge most. Some create a private civil action for actual or lost wages, sometimes multiplied: Idaho allows treble lost wages, and Nevada authorizes enhanced damages up to $50,000 along with no-forced-leave and night-shift scheduling protections. Others route enforcement through criminal liability or contempt of the summoning court rather than a damages suit. Coverage terms also vary: several statutes protect only permanent employees or use a regularly-employed definition, and a few, such as Montana, supply no jury-specific statute at all and rely on a general wrongful-discharge law. PTO and juror-fee treatment is usually unaddressed by the text; where a statute is silent, this survey reports that silence rather than inferring a forced-PTO or fee-offset rule.
Get this answered for your state
This survey compares every state side by side. Ezel applies your state's law to your specific situation and answers with citations to the statutes.
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| State | Governing law | Jury service covered | Employers and employees covered | Time-off entitlement | Employer-paid wages | PTO and juror-fee treatment | Employee notice and proof | Scheduling and return-to-work rules | Job protection and remedies |
|---|---|---|---|---|---|---|---|---|---|
| Alabama verified 2026-07-13 | Ala. Code §§ 12-16-8 and 12-16-8.1 |
Responding to a summons, participating in jury selection, and serving on a jury; excused service includes courts created under federal or Alabama constitutions or laws (§ 12-16-8(a)-(b)) |
Leave, no-forced-leave, and adverse-action rules apply to employees generally; usual-compensation rule is limited to full-time employees. No employer-size exclusion, but a court postpones overlapping service for qualifying employers with five or fewer full-time employees (§§ 12-16-8, 12-16-8.1) |
Employee must be excused for the day or days required for jury service after displaying the summons as required (§ 12-16-8(a)) |
Full-time employee is entitled to usual compensation during the excused absence; no statutory wage-continuation rule stated for a part-time employee (§ 12-16-8(c)) |
Employer may not require or request annual, vacation, unpaid, or sick leave for summons response, selection, or service. Statute requires a juror-fee statement but states no employer offset from usual compensation (§ 12-16-8(b)-(d)) |
Employee must exhibit the summons to the immediate superior on the next day the employee is engaged in employment after receiving it (§ 12-16-8(a)) |
After dismissal from the jury, employee must report at the next regularly scheduled hour to preserve § 12-16-8.1 protection. Court automatically postpones overlapping service for a qualifying employer with five or fewer full-time employees (§§ 12-16-8(e), 12-16-8.1(a)) |
No discharge or adverse employment action solely because of state- or federal-law jury service, if employee satisfies return rule. Employee may sue in a competent Alabama court for actual and punitive damages (§ 12-16-8.1(a)-(b)) |
| Alaska verified 2026-07-13 | Alaska Stat. § 09.20.037 (protection for employee on jury duty) |
Receiving or responding to a summons for jury service, serving as a juror, and attending court for prospective jury service (§ 09.20.037(a)) |
Written as a flat duty of any 'employer' toward any 'employee'; the section states no employer-size, tenure, or full-time gate |
Employer may not deprive the employee of employment or threaten, coerce, or penalize the employee for covered jury service (§ 09.20.037(a)); the absence is protected, but the section does not affirmatively grant a fixed block of leave |
None. The section expressly 'does not require an employer to pay wages to an employee for time spent on jury service or in court for prospective jury service' (§ 09.20.037(a)) |
The section does not address using vacation, sick, or other paid leave and does not authorize compelling its use, and it says nothing about offsetting court juror fees against wages |
The section imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in the section |
The employee may bring a civil action to recover wages lost as a result of the violation and other resulting damages, and may seek an order requiring reinstatement (§ 09.20.037(b)) |
| Arizona verified 2026-07-13 | Ariz. Rev. Stat. §§ 21-236, 23-1501(A)(3)(c)(iv), 13-707(A)(3), and 13-802(C) |
PTO protection covers responding to a jury summons, participating in jury selection, and actually serving; permission, anti-penalty, seniority, and return rights expressly address service as a grand or trial juror (§ 21-236(A)-(C)) |
Any employer and employee; no general size, tenure, schedule, or classification gate. For an employer with five or fewer full-time employees or equivalents, the court must postpone one employee's service if another employee is serving during the same period (§ 21-236(D)); this is postponement, not loss of protection |
Employer may not refuse permission to serve and may not dismiss or otherwise penalize an employee because of grand- or trial-jury service (§ 21-236(B)); employee must return to the prior position or a higher position earned through preserved seniority or precedence (§ 21-236(C)) |
None. Section 21-236(B) expressly says the employer need not compensate an employee absent because of jury service |
Employer may not require or request annual, vacation, or sick leave for summons response, selection, or service and need not create benefits otherwise unavailable (§ 21-236(A)); no employer-wage offset rule for court-paid juror fees stated |
No employee-to-employer notice deadline, written-notice form, summons-copy duty, attendance-certificate rule, or other proof requirement stated in § 21-236 |
No night-shift rest, same-day return, or make-up-time rule stated. Court must postpone and reschedule a summoned juror employed by an employer with five or fewer full-time employees or equivalents if another employee is serving during the same period; separate automatic-postponement right is preserved (§ 21-236(D)) |
No refusal of service, dismissal, or any penalty; seniority/precedence and return position preserved (§ 21-236(B)-(C)). Any violation is a Class 3 misdemeanor (§ 21-236(E)), with up to 30 days' imprisonment and a $500 fine (§§ 13-707(A)(3), 13-802(C)). Section 23-1501(A)(3)(c)(iv) recognizes an employee claim for retaliatory termination based on jury service protected by § 21-236 |
| Arkansas verified 2026-07-13 | Ark. Code Ann. § 16-31-106 |
A summons to serve on jury duty and absence from employment because of jury duty; statute does not distinguish trial, grand, state, or federal service (§ 16-31-106(a)) |
Employers and employees generally; no employer-size, tenure, full-time, or permanent-worker limit stated (§ 16-31-106) |
Protected absence for jury duty after reasonable notice; no discharge or other employment penalty because of the absence (§ 16-31-106(a)) |
No wage-continuation requirement in § 16-31-106; Arkansas Department of Labor states nongovernment employers need not pay jury-duty wages |
Employee may not lose sick leave or vacation time because of jury-duty absence. Statute does not address other PTO, voluntary leave use, or juror-fee offsets (§ 16-31-106(a)) |
Employee must give employer reasonable notice of the summons; no fixed deadline, required form, summons-copy rule, or attendance-proof rule stated (§ 16-31-106(a)(1)) |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in § 16-31-106 |
No discharge, loss of sick leave or vacation, or other penalty because of jury-duty absence. Violation is a Class A misdemeanor; section states no express civil action or statutory damages (§ 16-31-106) |
| California verified 2026-07-12 | Cal. Gov. Code §§ 12945.8(a)(1), (c)(1), (f)-(g), (j)(3) and 12965(c); former Cal. Labor Code § 230 applies only to alleged acts/omissions on or before Dec. 31, 2024 |
Time off required by law for an inquest jury or trial jury (§ 12945.8(a)(1)); witness/subpoena leave appears separately in the same section but is outside this topic |
Any person directly employing one or more people for wages or salary, plus state and local government employers; no tenure, full-time, or permanent-employee limit stated (§ 12945.8(j)(3)) |
Employer may not discharge or discriminate for required jury-service time off and may not interfere with, restrain, or deny the right or attempted exercise (§ 12945.8(a)(1), (f)) |
No general private-employer wage-continuation requirement; California Judicial Branch states employers are not required by law to compensate employees during jury service |
Employee may use otherwise-available vacation, personal leave, paid sick leave, or comp time; statute does not expressly authorize compelled PTO use. If employer pays, official court guidance says court-paid juror funds are refundable by employee to employer (§ 12945.8(g)) |
Reasonable advance notice of intended jury-service leave unless advance notice is infeasible (§ 12945.8(c)(1)); no jury-specific summons-copy requirement stated |
No general statutory night-shift rest window, minimum release period, or same-day return rule in § 12945.8 |
Interference or discrimination is an unlawful employment practice; employee may complain to CRD and, after the statutory notice process, sue under FEHA, with court relief and discretionary prevailing-party fees/costs (§§ 12945.8(f), 12965(c)) |
| Colorado verified 2026-07-13 | Colo. Rev. Stat. Title 13, Art. 71 (Colorado Uniform Jury Selection and Service Act): § 13-71-126 (first-three-days employer pay), § 13-71-127 (hardship excusal), § 13-71-133 (pay enforcement), § 13-71-134 (anti-harassment and job protection). Applies to Colorado state jury service |
Regularly employed trial or grand jurors; the anti-harassment rule covers receiving a juror summons, responding to it, performing juror service, or exercising any right under Article 71 (§§ 13-71-126, 13-71-134). Colorado state-court service, not federal jury duty |
All regularly employed trial or grand jurors, with 'regular employment' expressly including part-time, temporary, and casual work whose hours can be set by a schedule, custom, or practice in the three months before service (§ 13-71-126); no employer-size gate. An employer may be excused from the pay duty for extreme financial hardship (§ 13-71-127) |
Job-protected. The employer may not deprive a juror of employment or its benefits, or harass, threaten, or coerce them for a summons, response, or service, and may make no demands that substantially interfere with juror service (§ 13-71-134(1)). No fixed day count is set |
Yes — a mandatory-pay state. Regularly employed trial or grand jurors receive regular wages, capped at $50 per day (more only by mutual agreement), from their employer for the first three days of service or any part of them (§ 13-71-126). After day three, no employer-pay requirement |
The first-three-days pay is the employee's regular wages, not a charge against PTO. Article 71 does not address forcing an employee to use vacation, sick, or personal leave, and does not offset employer wages by the court's juror fee. If the employer is excused for hardship, the state pays up to $50/day in lieu of wages (§ 13-71-127) |
The employer's pay duty is triggered by its receipt ('tender') of the juror service acknowledgment information the jury commissioner provides (§ 13-71-133); an employer seeking a hardship excusal must request a court hearing in writing to the jury commissioner (§ 13-71-127). No separate employee advance-notice deadline is set |
No specific shift or rest rule; the general limit is that an employer 'shall make no demands upon any employed juror which will substantially interfere with the effective performance of juror service' (§ 13-71-134(1)) |
A harassed or fired juror may bring a civil action for damages, injunctive relief, or both, tried to the court without a jury; the court may award treble damages and reasonable attorney fees for willful misconduct (§ 13-71-134(1)). Willful violation is a class 2 misdemeanor (§ 13-71-134(2)). Unpaid wages are separately enforceable: the juror may sue if not paid within 30 days of the acknowledgment tender, hardship is no defense, and treble damages and attorney fees are available for willful misconduct (§ 13-71-133) |
| Connecticut verified 2026-07-13 | Conn. Gen. Stat. §§ 51-247 (juror compensation), 51-247a (anti-coercion and remedies), 51-247c (hardship excusal) |
Receiving a summons under § 51-232, responding to it, or serving as a juror (§ 51-247a(a)); Connecticut state-court jury service |
The anti-coercion rule covers any employer and employee; the pay duty covers a 'full-time employed juror' — a position normally requiring 30+ hours a week that is neither temporary nor casual (including a temporary-help-service position). Part-time and unemployed jurors instead get state expense reimbursement |
Employer may not deprive the employee of employment or threaten or coerce them because of a summons, response, or service (§ 51-247a(a)); eight hours of jury duty is a legal day's work and the employer may not require work beyond it that day (§ 51-247a(b)) |
Mandatory: employer pays a full-time employed juror regular wages for the first five days, or part thereof (§ 51-247(a)); the state pays $50/day from the sixth day (§ 51-247(c)). A court may excuse an employer only for extreme financial hardship, and the state then pays up to $50/day (§ 51-247c) |
No forced-PTO rule; the employer pays regular wages directly, not from the employee's leave balances. A full-time employed juror receives no separate state per-diem for the first five days; the state's $50/day applies only from day six |
No express advance-notice-to-employer duty in the statute; the summons issues under § 51-232, and a juror service certificate records the days served and the employer's pay duty (§ 51-247c) |
Eight hours of jury duty in a day is deemed a legal day's work, and the employer may not require the juror-employee to work beyond those eight hours that day (§ 51-247a(b)) |
Coercion or discharge is criminal contempt (fine up to $500 and/or up to 30 days) (§ 51-247a(c)); a discharged employee may sue within 90 days for lost wages (capped at 10 weeks) and reinstatement, with attorney's fees (§ 51-247a(d)); an employer that fails to pay is liable for damages, and the court may award treble damages and attorney's fees for wilful conduct (§ 51-247a(e)) |
| Delaware verified 2026-07-13 | 10 Del. C. § 4515 (protection of jurors' employment) |
Receiving a summons, responding, serving as a juror, or attending court for prospective jury service (§ 4515(a)) |
Written as a flat duty of any 'employer' toward any 'employee'; the section states no employer-size, tenure, or full-time gate |
Employer shall not deprive an employee of employment, or threaten or otherwise coerce the employee, because of the covered jury service (§ 4515(a)); the absence is protected |
None. Section 4515 contains no wage-continuation requirement; Delaware does not require a private employer to pay wages for jury service |
The section does not authorize compelling use of vacation, sick, or other paid leave and does not address offsetting court juror fees against wages |
Section 4515 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in § 4515 |
A violation is criminal contempt, punishable on conviction by a fine up to $500 or up to 6 months' imprisonment, or both (§ 4515(b)); an employee discharged in violation may file a civil action in Superior Court within 90 days for lost wages and reinstatement, with a reasonable attorney's fee if the employee prevails (§ 4515(c)) |
| District of Columbia verified 2026-07-13 | D.C. Code § 11-1913 (job protection and penalties) and § 15-718(c)-(d) (paid-leave requirement and wage-recovery action) |
Receiving or responding to a summons, serving as a juror, and attending court for prospective jury service (§ 11-1913(a)); the pay rule covers petit or grand jurors in D.C. Superior Court (§ 15-718(c)) |
Job protection applies to all employers (§ 11-1913). The pay rule applies to petit or grand jurors employed full-time in the District; employers with 10 or fewer employees are not required to pay (§ 15-718(c)) |
Employer shall not deprive an employee of employment, threaten, or coerce with respect to employment for a summons, response, service, or prospective service (§ 11-1913(a)); the absence itself is protected |
For jury service of 5 days or less, a full-time-employed petit or grand juror is entitled to usual compensation less the jury fee (§ 15-718(c)); employers with 10 or fewer employees are exempt from paying |
A full-time paid juror-employee receives no separate $30/day court attendance fee (§ 15-718(a)); where the employer must pay, the jury fee is subtracted from usual compensation. The statute does not authorize compelling use of vacation or other PTO |
Sections 11-1913 and 15-718 impose no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No general shift-rest or same-day-return rule. A person is not a full-time-employed juror, for pay purposes, on a day they would not have accrued regular wages or would not have worked more than half of a shift extending into another day (§ 15-718(c)(1)-(2)) |
Violation of § 11-1913(a) is criminal contempt: up to $300 or 30 days (or both) for a first offense, up to $5,000 or 180 days for a later offense; a discharged employee may sue within 9 months for lost wages, reinstatement, and damages, with attorney fees (§ 11-1913(b)-(c)); an underpaid employee may sue for lost wages plus fees under § 15-718(d) |
| Florida verified 2026-07-12 | Fla. Stat. §§ 40.271 (employment protection) and 40.24 (court-paid juror compensation) |
Summoned or accepted service on any grand or petit jury in Florida; protection is tied to the nature or length of that jury service (§ 40.271) |
Any person summoned or accepted for covered jury service; no permanent, full-time, tenure, or employer-size gate stated in § 40.271 |
Statute bars dismissal because of the nature or length of covered service and permits contempt for threats of dismissal; it does not separately describe a broader leave-administration procedure (§ 40.271(1)-(2)) |
No general private-employer wage-continuation duty; § 40.24 instead coordinates court compensation depending on whether regular wages continue |
No statutory rule on compelled or optional PTO use; no first-3-day court pay if regular wages continue, otherwise qualifying juror gets $15/day, then $30/day after day 3 (§ 40.24(3)-(4)) |
No employee advance-notice, summons-copy, or attendance-certificate rule in §§ 40.24 or 40.271 |
No statutory night-shift rest window, same-day return rule, or long-trial scheduling procedure |
Dismissal supports compensatory and punitive damages plus reasonable attorney's fees; threats of dismissal may be contempt. Text does not expressly create the same civil remedy for lesser adverse actions (§ 40.271(2)-(3)) |
| Georgia verified 2026-07-13 | O.C.G.A. § 34-1-3 (leave to attend a judicial proceeding, including a jury summons); no separate Georgia statute on jury pay, PTO, or scheduling |
Absence to attend a judicial proceeding in response to a summons for jury duty; the same section also covers subpoenaed court attendance, and 'judicial proceeding' has been read to include proceedings in other states (§ 34-1-3(a)) |
Any employer or its agent, and any employee; no employer-size, tenure, or job-classification gate stated (§ 34-1-3(a)) |
Protected unpaid absence: the employer may not penalize the employee for being absent to attend; the statute bars penalties rather than granting a defined block of leave (§ 34-1-3(a)) |
No statute requires a private employer to pay wages during jury service; § 34-1-3 bars only penalties and threats. A 1989 unofficial Attorney General opinion read the statute to require regular pay less juror fees, but unofficial opinions are advisory, not binding, and current court guidance differs |
Statute is silent: it neither compels nor forbids using vacation, sick, or other paid leave, and does not address crediting court juror fees against wages (§ 34-1-3) |
Employer may require the employee to follow reasonable-notification rules for an expected absence or late arrival; no written-notice, summons-copy, or attendance-certificate rule is stated (§ 34-1-3(c)) |
No statutory night-shift, rest-before-or-after, same-day-return, or long-trial scheduling rule |
Bars discharge, discipline, other penalties, and threats of such action; remedy is a private civil suit for actual damages plus reasonable attorney's fees; no criminal penalty. Does not apply to an employee who is charged with a crime (§ 34-1-3(a)-(c)) |
| Hawaii verified 2026-07-13 | Haw. Rev. Stat. § 612-25 (protection of jurors' employment) |
Receiving a summons, responding to it, serving as a juror, and attending court for prospective jury service (§ 612-25(a)) |
Written as a flat duty of any 'employer' toward any 'employee'; § 612-25 states no employer-size, tenure, or classification gate |
The absence to respond to a summons, attend for prospective service, and serve is protected: the employer may not deprive the employee of employment because of it (§ 612-25(a)). The section bars retaliation rather than fixing a quantity of leave |
None. Section 612-25 requires no wage continuation; it protects the job, not a paycheck during service |
Section 612-25 does not authorize compelling use of vacation, personal, or sick leave for jury days, and does not address crediting the court's juror fee against any wages an employer chooses to pay |
Section 612-25 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 612-25 |
An employer may not deprive an employee of employment, or threaten or coerce the employee about it, because of jury service; a violation is a petty misdemeanor. A discharged employee may bring a civil action within 90 days for reinstatement and lost wages, with wage damages capped at six weeks and a reasonable attorney's fee to a prevailing employee (§ 612-25(b), (c)) |
| Idaho verified 2026-07-13 | Idaho Code § 2-218 (employer prohibited from penalizing employee for jury service) |
Receiving a summons, responding to it, serving as a juror, and attending court for prospective jury service (§ 2-218(1)) |
Written as a flat duty of any 'employer' toward any 'employee'; § 2-218 states no employer-size, tenure, or classification gate |
The absence to respond to a summons, attend for prospective service, and serve is protected: the employer may not deprive the employee of employment because of it (§ 2-218(1)). The section bars retaliation rather than fixing a quantity of leave |
None. Section 2-218 requires no wage continuation; it protects the job, not a paycheck during service |
Section 2-218 does not authorize compelling use of vacation, personal, or sick leave for jury days, and does not address crediting the court's juror fee against any wages an employer chooses to pay |
Section 2-218 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 2-218 |
An employer may not deprive an employee of employment, or threaten or coerce the employee about it, because of jury service; a violation is criminal contempt punishable by a fine up to $300. A discharged employee may bring a civil action within 60 days for treble the wages lost plus reinstatement, with a reasonable attorney's fee to a prevailing employee (§ 2-218(2), (3)) |
| Illinois verified 2026-07-13 | 705 ILCS 305/4.1 (Jury Act) and parallel 705 ILCS 310/10.1 (Jury Commission Act) |
Duly summoned Illinois petit or grand jury service, including attendance or scheduled attendance connected with service in any court of the State (§§ 4.1(a)-(b), 10.1(a)-(b)); not written to cover federal jury service |
Any employer and any employee duly summoned and not legally disqualified; no employer-size, tenure, full-time, or permanent-worker gate stated in current law |
Employee must be given time off to serve, regardless of assigned shift; employer may not discharge, threaten discharge, intimidate, or coerce because of service or connected attendance (§§ 4.1(a)-(b), 10.1(a)-(b)) |
None under current law (§§ 4.1(g), 10.1(g)); HB 4844, awaiting Governor action, would require regular-rate pay from employers with more than 25 employees |
No express rule in these jury sections on compelled or voluntary vacation, sick leave, or other PTO, or on offsetting employer wages by court-paid juror fees |
Deliver a copy of the summons to the employer within 10 days after the summons was issued; the statute defines that as reasonable notice and conditions its remedies on reasonable notice (§§ 4.1(c), 10.1(c)) |
Employer may not deny leave because the employee works nights and cannot require a night-shift employee to work while the employee is doing daytime jury duty (§§ 4.1(a), 10.1(a)); no broader same-day return or post-service rest period stated |
With timely summons notice: State's Attorney must prosecute civil contempt, criminal contempt, or both; employer owes lost wages/benefits and may be enjoined and ordered to reinstate; reinstatement preserves seniority and benefit participation; discretionary attorney's fee for prevailing employee (§§ 4.1(c)-(f), 10.1(c)-(f)) |
| Indiana verified 2026-07-13 | Ind. Code §§ 33-28-5-24.3, 35-44.1-2-11, and 34-28-4-1 |
Receiving or responding to a jury summons, participating in jury selection/attending court as a prospective juror, and serving as a juror; the employment provisions do not expressly limit protection to a named court system (§§ 33-28-5-24.3(a)-(b), 35-44.1-2-11) |
Employees and their employers; no employer-size, tenure, full-time, or permanent-worker exclusion from the employment protections. A separate court-rescheduling rule applies when an employer has no more than 10 full-time employees or equivalent (§ 33-28-5-24.3(c)) |
No stand-alone affirmative leave sentence, but employer may not take adverse employment action resulting from jury service after timely notice, and criminal law protects summons receipt/response, prospective attendance, and service (§§ 33-28-5-24.3(a), 35-44.1-2-11) |
No general employer wage-continuation requirement stated in §§ 33-28-5-24.3 or 35-44.1-2-11; protection is job-protected but generally unpaid unless employer policy provides pay |
Employer may not require or request use of annual, vacation, or sick leave; statute does not address other PTO categories or employer offsets for juror fees (§ 33-28-5-24.3(b)) |
Employee must notify employer within a reasonable period after receiving the summons and before appearing for jury service; no summons-copy or attendance-certificate requirement stated (§ 33-28-5-24.3(a)) |
If an employer has no more than 10 full-time employees or equivalent and another employee is already serving, the court must reschedule the prospective juror after notice of the overlap. No night-shift or same-day return rule stated (§ 33-28-5-24.3(c)) |
Adverse employment action prohibited after timely notice; knowing or intentional dismissal, benefit deprivation, or threat is a Class B misdemeanor. Dismissed employee may sue within 90 days for lost wages and reinstatement, with mandatory reasonable attorney's fee after judgment (§§ 33-28-5-24.3(a), 35-44.1-2-11, 34-28-4-1) |
| Iowa verified 2026-07-13 | Iowa Code § 607A.45 |
Receiving or responding to a notice to report, serving as a juror, and attending court for prospective juror service (§ 607A.45(1)) |
Employers and employees generally; no employer-size, tenure, full-time, or permanent-worker limit stated (§ 607A.45) |
No affirmative leave-duration sentence; employer cannot deprive employee of employment, threaten, or coerce employee because of covered notice or jury activity (§ 607A.45(1)) |
No general employer wage-continuation requirement stated in § 607A.45; lost-wage remedy after unlawful discharge does not make ordinary jury leave paid |
No express rule on required or voluntary use of vacation, sick leave, or other PTO, and no employer offset for juror fees stated in § 607A.45 |
No employee-to-employer notice deadline, notice-copy requirement, or attendance-proof rule stated in § 607A.45 |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in § 607A.45 |
No employment deprivation, threat, or coercion for covered activity; violation is contempt. Discharged employee has 60 days to sue for reinstatement and up to six weeks' lost wages; prevailing employee receives reasonable attorney fees (§ 607A.45) |
| Kansas verified 2026-07-13 | Kan. Stat. Ann. § 43-173 (jury service; right to serve; liability; costs) |
Jury service, and the attendance or scheduled attendance in connection with such service, in any court of Kansas (§ 43-173(a)); the section is limited to Kansas courts and to 'permanent' employees |
Protects any 'permanent employee'; § 43-173 states no employer-size gate, but its protection runs to permanent (not temporary) employees |
The absence for jury service and the scheduled attendance connected to it is protected: no employer may discharge or threaten to discharge a permanent employee because of it (§ 43-173(a)). The section bars retaliatory discharge rather than fixing a quantity of leave |
None. Section 43-173 requires no wage continuation; it protects the job, not a paycheck during service |
Section 43-173 does not authorize compelling use of vacation, personal, or sick leave for jury days, and does not address crediting the court's juror fee against any wages an employer chooses to pay |
Section 43-173 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 43-173, though it does protect 'scheduled attendance' connected to jury service |
A violating employer is liable for lost wages, actual damages, and other benefits; must reinstate the discharged employee; and may be enjoined and ordered to provide other relief. A reinstated employee is treated as having been on leave of absence, keeps seniority, and retains benefit participation. A prevailing employee may be awarded reasonable attorney fees; a prevailing employer only if the action was frivolous or in bad faith (§ 43-173(b)-(d)) |
| Kentucky verified 2026-07-13 | KRS 29A.160 and 29A.990(1) |
Receiving or responding to a summons, serving as a juror, and attending court for prospective jury service; statute does not distinguish trial, grand, state, or federal service (KRS 29A.160(1)) |
Employers and employees generally; no employer-size, tenure, full-time, or permanent-worker limit stated (KRS 29A.160) |
No affirmative leave-duration sentence; employer cannot deprive employee of employment, threaten, or coerce employee because of covered summons or jury activity (KRS 29A.160(1)) |
No general employer wage-continuation requirement stated in KRS 29A.160; lost-wage remedy after unlawful discharge does not make ordinary jury leave paid |
No express rule on required or voluntary use of vacation, sick leave, or other PTO, and no employer offset for juror fees stated in KRS 29A.160 |
No employee notice deadline, summons-copy requirement, or attendance-proof rule stated in KRS 29A.160 |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in KRS 29A.160 |
No employment deprivation, threat, or coercion for covered activity. Discharged employee has 90 days to sue for lost wages and reinstatement with full seniority and benefits; prevailing employee receives reasonable attorney's fee. Employer violation is Class B misdemeanor (KRS 29A.160; 29A.990(1)) |
| Louisiana verified 2026-07-13 | La. R.S. 23:965 |
Job protection covers employee called to or serving any jury duty; discharge-policy text names grand juries and civil or criminal trial juries. One-day paid leave is limited to call or subpoena for a Louisiana state petit or grand jury or central jury pool (R.S. 23:965(A)(1), (B)(1)) |
Employers and employees generally for job protection; paid-leave rule covers a person regularly employed in Louisiana. No employer-size threshold stated (R.S. 23:965) |
Regularly employed person called or subpoenaed for covered state service must receive leave for the time required, up to one day. Broader subsection separately protects called and serving employees from adverse action without cause (R.S. 23:965(A)(1), (B)(1)) |
Covered state-jury leave is without loss of wages for up to one day; violating employer must pay claimant full wages for one day (R.S. 23:965(B)) |
Covered one-day leave cannot reduce sick, emergency, or personal leave or any other benefit. Vacation leave and employer treatment of juror fees are not separately stated (R.S. 23:965(B)) |
For job protection, employee must notify employer of summons within a reasonable period after receipt and before appearing for jury duty; no particular form or summons-copy requirement stated (R.S. 23:965(A)(1)) |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in R.S. 23:965; affirmative paid-leave entitlement is capped at one day |
No discharge or adverse employment action without cause for covered jury activity, and no discharge policy. Discharged employee must be reinstated on same terms; employer fined $100-$1,000 per discharged employee. One-day leave/pay violation requires full wages and $100-$500 fine per offense (R.S. 23:965(A)-(B)) |
| Maine verified 2026-07-13 | 14 M.R.S. § 1218 (protection of jurors' employment and health insurance) |
Receiving a summons for jury service, responding to a summons, serving as a juror, and attending court for prospective jury service (§ 1218); the section speaks to jury service, not witness or subpoena appearances |
Written as a flat duty of any 'employer' toward any 'employee'; § 1218 states no employer-size, tenure, or classification gate |
The absence for a summons, prospective-jury attendance, and actual service is protected: the employer may not deprive the employee of employment because of it (§ 1218). The section bars retaliation rather than spelling out a quantity of leave |
None. Section 1218 requires no wage continuation; it protects the job and health insurance, not a paycheck during service |
Section 1218 does not authorize compelling use of vacation, personal, or sick leave for jury days, and does not address crediting the court's juror fee against any wages an employer chooses to pay |
Section 1218 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 1218 |
An employer may not deprive an employee of employment or health insurance, or threaten or coerce the employee about either, because of jury service; a violation is a Class E crime. A discharged employee (or one whose health insurance is terminated) may bring a civil action within 90 days for reinstatement and lost wages or health-insurance benefits, with wage damages capped at six weeks and a reasonable attorney's fee to a prevailing employee (§ 1218) |
| Maryland verified 2026-07-13 | Md. Code, Cts. & Jud. Proc. §§ 8-501 and 8-502 (Title 8, Subtitle 5, 'Prohibited Acts; Penalties'). The protection is tied to Maryland circuit-court jury service 'under this title' |
Responding to a summons 'under this title,' and attending or being in proximity to a Maryland circuit court for jury service (§ 8-501(a)(1)). The sections are limited to Title 8 (Maryland) jury service and do not reach federal jury duty |
'An employer' and 'an individual' or 'employee' — no employer-size, tenure, hours, or classification gate appears in either section (§§ 8-501, 8-502) |
No fixed day count, but the employer may not deprive you of employment, or coerce, intimidate, or threaten to discharge you, for losing work time responding to or attending jury service, or for exercising the right to refrain from work on a jury day (§ 8-501(a)) |
None. Neither section requires wage continuation, and the Maryland Judiciary confirms the law does not require jury-service pay. The court pays a separate juror fee |
The employer may not require the employee to use annual, sick, or vacation leave to respond to a jury summons (§ 8-502(a)). No offset of employer wages by the court's juror fee is addressed |
No statutory rule. Sections 8-501 and 8-502 impose no employee notice deadline and no proof duty; the Jury Office can issue a certificate of the days served on request |
If summoned and appearing for jury service 4 or more hours (including travel time), the employer may not require a shift beginning on or after 5 p.m. that day or before 3 a.m. the next day (§ 8-501(b)) |
Depriving, coercing, intimidating, or threatening to discharge an employee for the protected conduct, and forcing use of leave, are each prohibited; the stated penalty is a fine not exceeding $1,000 (§§ 8-501(c), 8-502(b)). These sections do not themselves create a private action for damages or reinstatement |
| Massachusetts verified 2026-07-13 | Mass. Gen. Laws ch. 234A, §§ 48-61, especially §§ 48, 49, 51, 53-54, 58, 60-61; ch. 268, § 14A |
Massachusetts trial and grand jury service; protection under ch. 234A, § 61 begins with receiving and responding to the summons and reaches obligations, elections, and rights under the jury chapter, while ch. 268, § 14A covers attendance or service as a grand or traverse juror |
First-three-days pay covers a 'regularly employed' trial or grand juror, including part-time, temporary, and casual employment when hours are reasonably determinable from a schedule or three-month custom/practice (ch. 234A, § 48). Self-employed jurors pay themselves; official guidance identifies unpredictable schedules, nonemployees, self-employment, and out-of-state work as special cases |
Employer may not deprive employment or its incidents/benefits, harass, threaten, or coerce because of summons or jury obligations, impose compulsory assignments, or intentionally substantially interfere with availability, effectiveness, attentiveness, or peace of mind during service (ch. 234A, § 61); discharge also triggers contempt (ch. 268, § 14A) |
Regular wages for first three days or part-days for a regularly employed trial or grand juror (ch. 234A, § 48), unless the court finds extreme employer financial hardship; then Commonwealth compensation up to $50 per day substitutes (ch. 234A, § 49). Trial jurors receive $50 per day from the Commonwealth after day three (§ 51); grand-juror State pay after day three is determined under §§ 53-54, capped at $50 per day |
Office of Jury Commissioner guidance says an employer may not force vacation or personal days for jury duty. If an employer voluntarily continues pay after day three, official compensation guidance says it may require the employee to turn over Commonwealth compensation as a condition. The statutes do not state a broader sick-leave rule |
Official guidance advises notifying the employer when the summons arrives and updating expected service length if impaneled. The Office sends a juror service certificate within 14 days after the last business day of each service week; a juror seeking employer compensation must tender the employer copy as soon as practical (ch. 234A, §§ 57-58). Pay suit begins only after 30 days from tender (§ 60) |
No compulsory assignments or intentional substantial interference during service (ch. 234A, § 61). Official guidance: night-shift worker need not work beyond midnight before the first service day, may not work while impaneled, and need not work on the last day if released after 4:00 p.m.; after cancellation or early release, return if enough time remains, including time to go home and change into required attire |
Section 61 violation: crime punishable by fine up to $5,000 plus tort damages and appropriate injunction; treble damages and reasonable attorney's fees for willful conduct. Failure to pay is independently actionable 30 days after certificate tender, with possible treble damages and fees for willfulness (§ 60); employee elects § 60 or § 61 remedy for willful nonpayment. Discharge may be contempt under ch. 268, § 14A |
| Michigan verified 2026-07-13 | Mich. Comp. Laws § 600.1348 (employment protection and daily-hours rule for jurors) |
Being summoned for jury duty, serving on a jury, and having served on a jury (§ 600.1348(1)); the text does not limit the protection to selection or service in a named court system |
An employer or the employer's agent may not take the prohibited actions against a person; § 600.1348 states no employer-size, tenure, industry, schedule, or worker-classification gate |
No threats of discharge or discipline and no discharge or discipline because the person was summoned, serves, or served; the daily-hours rule prevents required work from being stacked onto jury duty beyond the statutory limits (§ 600.1348(1)-(2)) |
No general private-employer wage-continuation requirement stated in § 600.1348; the statute protects employment and limits required hours but does not require wages for jury time |
No express rule on compelled or voluntary vacation, sick leave, or other PTO, and no employer-wage offset rule for court-paid juror compensation stated in § 600.1348 |
No employee-to-employer notice deadline, written-notice form, summons-copy duty, attendance-certificate rule, or other proof requirement stated in § 600.1348 |
On a jury-duty day, required work hours plus jury-duty hours may not exceed the person's normal and customary daily hours; required work also may not extend beyond the normal quitting time unless the person voluntarily agrees or a collective-bargaining agreement provides otherwise (§ 600.1348(2)) |
Threatening, discharging, or disciplining a person because of summons, current service, or past service is a misdemeanor and may also be punished as contempt; violating the daily-hours rule has the same consequences (§ 600.1348(1)-(2)). The section states no jury-specific private damages, reinstatement, attorney's-fee, or administrative remedy |
| Minnesota verified 2026-07-13 | Minn. Stat. § 593.50 |
Receiving or responding to a summons, attending court for prospective jury service, and serving as a juror (§ 593.50, subd. 1) |
Employers and employees generally; no employer-size, tenure, full-time, or permanent-worker limit stated (§ 593.50) |
Employer must release employee from the regular work schedule, including shift work, to attend court for prospective jury service (§ 593.50, subd. 1) |
No general employer wage-continuation requirement stated in § 593.50; civil damages replace lost wages after an unlawful discharge but do not make ordinary jury leave paid |
No express rule on required or voluntary use of vacation, sick leave, or other PTO, and no employer offset for juror fees stated in § 593.50 |
No employee notice deadline, summons-copy requirement, or attendance-proof rule stated in § 593.50 |
Employer cannot require an alternative shift on any day employee must report to courthouse. Employee may voluntarily request another schedule only if employer does not encourage, prompt, or ask for request (§ 593.50, subd. 1) |
No deprivation of employment, threats, or coercion over employment status for covered jury activity. Violation is criminal contempt punishable by up to $700, six months, or both. Discharged employee has 30 days to sue for reinstatement and up to six weeks' lost wages; prevailing employee receives reasonable attorney's fee (§ 593.50, subds. 1-3) |
| Mississippi verified 2026-07-13 | Miss. Code Ann. § 13-5-35 (employment protections for jurors), as amended by 2006 SB 2488; no separate employer jury-pay statute |
Responding to a jury summons, the jury-selection process, and actual jury service (§ 13-5-35(2)); the section speaks of a 'juror' generally and does not separately address federal-court service |
'Any employer or any other person'; no employer-size or tenure gate for the anti-retaliation rule. The postponement in subsection (4) is specific to employers with 5 or fewer full-time employees |
No affirmative leave grant; the absence is protected by barring removal or other adverse employment action because of jury service (§ 13-5-35(1)). No set number of days |
None; § 13-5-35 does not require an employer to pay wages during jury service |
Employer may not require or request use of annual, vacation, or sick leave for summons response, selection, or service (§ 13-5-35(2)); no duty to create such leave for workers not otherwise entitled. Juror-fee offset not addressed |
The anti-retaliation protection applies only if the employee notifies the employer of the summons within a reasonable time after receiving it (§ 13-5-35(1)); no written-notice or summons-copy requirement stated |
For an employer with 5 or fewer full-time employees, the court automatically postpones and reschedules a second summoned worker's service if another employee was already summoned for the same period (§ 13-5-35(4)); no night-shift or same-day-return rule |
Bars persuading or intimidating a juror and adverse employment action for jury service; a violation of subsection (1) or (2) is contempt of court, punishable as such (§ 13-5-35(3)). The section states no private damages action, reinstatement, or civil fine |
| Missouri verified 2026-07-13 | Mo. Rev. Stat. § 494.460 |
Protection is tied to receiving or responding to a jury summons; no-forced-leave rule expressly covers responding to the summons, jury selection, and actual jury service (§ 494.460.1, .3) |
Employees and employers generally; no size, tenure, full-time, or permanent-worker exclusion from the employment protections. A separate court-postponement rule applies to employers with five or fewer full-time employees or equivalent (§ 494.460.4) |
No stand-alone affirmative leave sentence, but employer may not terminate, discipline, threaten, or take adverse action because of receipt of or response to a jury summons, and protected leave categories cover summons response, selection, and service (§ 494.460.1, .3) |
No general employer wage-continuation requirement; § 494.460.3 bars forced use of listed leave but expressly does not require an employer to provide those benefits |
Employer may not require or request use of annual, vacation, personal, or sick leave for summons response, selection, or service; statute does not address juror-fee offsets (§ 494.460.3) |
No employee advance-notice, summons-copy, or attendance-proof condition stated in § 494.460; the protection attaches to receipt of or response to the summons |
Court must automatically postpone and reschedule a summoned juror employed by an employer with five or fewer full-time workers or equivalent when another employee was previously summoned for the same period; no night-shift or return-to-work rule stated (§ 494.460.4) |
No termination, discipline, threats, or adverse action because of summons receipt/response. Discharged employee may sue within 90 days for lost wages, other violation-caused damages, and reinstatement; prevailing employee receives reasonable attorney's fee (§ 494.460.1-.2) |
| Montana verified 2026-07-13 | No jury-specific employment statute. Jury service is a citizen obligation (Mont. Code Ann. § 3-15-301); a firing tied to it is addressed through the Wrongful Discharge from Employment Act, §§ 39-2-904 and 39-2-905 |
Section 3-15-301 states the obligation to serve when 'summoned for jury duty' in Montana courts; it does not itself reach federal jury service, which is protected separately by federal law (28 U.S.C. § 1875). No jury-specific employment statute defines covered service |
The Wrongful Discharge Act applies to Montana employers and employees generally; its good-cause protection begins after the employer's probationary period (§ 39-2-904(1)(b), (2)), and the employer has 'the broadest discretion' over discharging managerial or supervisory employees (§ 39-2-904(3)) |
No statute affirmatively requires an employer to grant jury-duty leave. Because a post-probationary discharge must be for good cause (§ 39-2-904(1)(b)), firing a non-probationary employee for a court-ordered absence is exposed to a wrongful-discharge claim; the protection is against retaliatory discharge, not a defined block of leave |
None. No Montana statute requires a private employer to pay wages during jury service |
No statute compels or bars using vacation, personal, or sick leave for jury days, or addresses crediting the court's juror fee against wages. This is left to employer policy, which the Wrongful Discharge Act makes enforceable if it is a written personnel policy (§ 39-2-904(1)(c)) |
No jury-leave statute sets a notice period, written-notice form, or summons-copy requirement; an employee should follow the employer's own written policy |
No statute addresses shift rest, night-shift excusal, minimum release time, or long-trial scheduling for jurors |
No jury-specific penalty. A wrongful discharge (not for good cause after probation, or in retaliation for refusing to violate public policy such as evading a lawful summons) allows lost wages and fringe benefits for up to four years plus interest, less interim earnings; punitive damages require clear and convincing proof of actual fraud or malice (§ 39-2-905) |
| Nebraska verified 2026-07-13 | Neb. Rev. Stat. § 25-1674 (formerly § 25-1640; recodified 2020) |
Being summoned to serve on jury duty and the absence from employment 'by reason of jury duty' (§ 25-1674); the section speaks to jury duty, not witness or subpoena appearances |
Written as a flat protection for 'any person who is summoned to serve on jury duty' and a flat duty on 'no employer'; § 25-1674 states no employer-size, tenure, or classification gate |
The absence from employment by reason of jury duty is protected on reasonable notice: the employee may not be subjected to discharge or 'any other form of penalty' for it (§ 25-1674) |
Pay continues. The employee may not suffer 'loss of pay' for a jury-duty absence, except that the employer 'may reduce the pay of an employee by an amount equal to any compensation, other than expenses, paid by the court for jury duty' (§ 25-1674). So the employer effectively pays the difference between regular wages and the court's juror fee |
The employee may not be forced to lose sick leave or vacation time for jury service (§ 25-1674). The employer's only permitted offset is the court's jury-duty compensation (other than expenses), which it may deduct from the wages it owes |
The protections apply 'upon giving reasonable notice to his or her employer of such summons' (§ 25-1674); the section sets no written-notice form or summons-copy requirement |
An employee summoned to serve 'shall be excused upon request from any shift work for those days required to serve as a juror without loss of pay' (§ 25-1674) — a shift-work-excusal protection many states lack |
No employer may subject an employee to discharge, loss of pay, loss of sick leave, loss of vacation time, or any other penalty because of a jury-duty absence; a person who violates the section is guilty of a Class IV misdemeanor (§ 25-1674) |
| Nevada verified 2026-07-13 | Nev. Rev. Stat. § 6.190 |
Service as a juror or prospective juror after receiving a summons to appear for jury duty (§ 6.190(1), (3)-(5)) |
Employers and their employees, agents, or officers with termination or recommendation power; no employer-size, tenure, or full-time limit stated (§ 6.190(1), (3)) |
No express leave-duration sentence; employer may not terminate or threaten termination because of juror or prospective-juror service and may not impose the prohibited work hours (§ 6.190(1), (3)) |
No general employer wage-continuation requirement stated in § 6.190; lost wages are a remedy for unlawful discharge, not ordinary jury-duty pay |
Employer may not require sick leave or vacation time because of juror or prospective-juror service. Voluntary PTO use and juror-fee offsets are not addressed (§ 6.190(3)(a)) |
Summons must include an employer notice and copies of subsections 1-3; employed person must give that notice to employer at least 3 days before appearing (§ 6.190(4)) |
No work within 8 hours before appearance. If service plus court travel lasts at least 4 hours, no work from 5 p.m. that day to 3 a.m. next day (§ 6.190(3)(b)) |
Termination or threat is gross misdemeanor. Discharged employee may recover lost wages/benefits, reinstatement, equal additional damages, attorney fees, and punitive/exemplary damages up to $50,000. Forced leave or prohibited scheduling and dissuasion are misdemeanors (§ 6.190(1)-(3), (5)) |
| New Hampshire verified 2026-07-13 | N.H. RSA 500-A:14 (protection of juror's employment; action brought by employee) |
Receiving and responding to a summons, serving as a juror, and attending court for prospective jury service (§ 500-A:14, I) |
Written as a flat duty of any 'employer' toward any 'employee'; § 500-A:14 states no employer-size, tenure, or classification gate |
The absence to respond to a summons, attend for prospective service, and serve is protected: the employer may not deprive the employee of employment because of it (§ 500-A:14, I). The section bars retaliation rather than fixing a quantity of leave |
None. Section 500-A:14 requires no wage continuation; it protects the job, not a paycheck during service |
Section 500-A:14 does not authorize compelling use of vacation, personal, or sick leave for jury days, and does not address crediting the court's juror fee against any wages an employer chooses to pay |
The section protects an employee who 'receives and responds to a summons' but sets no express advance-notice period, written-notice form, or summons-copy requirement |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 500-A:14 |
An employer may not deprive an employee of employment, or threaten or coerce the employee about employment, because of jury service; a violating employer may be found in contempt of court. A discharged employee may bring a civil action within one year for reinstatement and lost wages (damages capped at lost wages), with a reasonable attorney's fee to a prevailing employee (§ 500-A:14, II-IV) |
| New Jersey verified 2026-07-13 | N.J. Stat. § 2B:20-17 (employment protection, offense, civil remedy, and filing deadline) |
Required attendance at court for jury service (§ 2B:20-17(a)); the text does not separately enumerate summons response, questionnaire completion, selection, grand-jury service, or a particular court system |
Any employer and employee under the current protection; no employer-size, industry, tenure, schedule, or classification gate stated in § 2B:20-17(a). Proposed S152 would use size, State-contract, tenure, and hours-worked gates for its new pay rule |
Employer may not penalize the employee with respect to employment, or threaten or otherwise coerce the employee with respect to employment, because required to attend court for jury service (§ 2B:20-17(a)); the section is protective rather than a separately quantified leave grant |
No current private-employer wage-continuation requirement; New Jersey Courts expressly states private employers are not required to pay salary during juror service. S152 would require usual compensation from qualifying State contractors, less the daily juror fee |
No express current rule in § 2B:20-17 on compelled or voluntary vacation, sick leave, or other PTO, or on offsetting employer wages by juror fees. S152 would expressly deduct the per diem juror fee from its proposed employer-paid compensation |
No employee-to-employer notice deadline, written-notice form, summons-copy duty, attendance statement, or other proof requirement stated in current § 2B:20-17 |
No night-shift rest period, same-day return rule, make-up-time rule, work-interference prohibition, or long-trial scheduling protection stated in § 2B:20-17 |
Employment penalty, threats, and coercion prohibited (§ 2B:20-17(a)); violation is a disorderly persons offense (§ 2B:20-17(b)); employee may seek economic damages, reinstatement, and a reasonable attorney's fee, with suit due within 90 days after the violation or completion of service, whichever is later (§ 2B:20-17(c)) |
| New Mexico verified 2026-07-13 | N.M. Stat. Ann. § 38-5-18 (employer prohibited from penalizing employee for jury service) |
Receiving a summons for jury service, responding to the summons, serving as a juror, and attending court for prospective jury service (§ 38-5-18(A)) |
Written as a flat duty of any 'employer' toward any 'employee'; § 38-5-18 states no employer-size, tenure, or classification gate |
The absence to respond to a summons, take part in jury selection, and serve is protected: the employer may not deprive the employee of employment because of it (§ 38-5-18(A)) |
None. No New Mexico statute requires wage continuation for jury service; § 38-5-18 protects the job and PTO, not a paycheck during service |
The employer may not require or request that the employee use annual, vacation, or sick leave for jury time (§ 38-5-18(B)) — but this does not force an employer to provide such leave to employees not otherwise entitled to it under company policy. The section does not address crediting the court's juror fee against wages |
Section 38-5-18 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 38-5-18 |
The section prohibits depriving an employee of employment or threatening or coercing the employee because of jury service (§ 38-5-18(A)), but states no fine, damages measure, or express private right of action of its own; an employee penalized for jury service must look to general law for a remedy |
| New York verified 2026-07-13 | N.Y. Jud. Law §§ 501, 519, 521, 750(A)(7), and 751(1); current §§ 519 and 521 reflect the June 13, 2025 increase from $40 to $72 |
A person summoned as a grand or petit juror in a court of New York's unified court system, including courts of record and courts not of record (§§ 501, 519); the state section does not extend its terms to federal jury service |
Job protection applies without an employer-size or full-time limit; the wage floor applies only when the employer has more than 10 employees. Unified Court System guidance applies the pay rules to part-time workers and specified temporary workers |
After pre-service notice, the employee may be absent for the jury-service term without discharge or penalty (§ 519); official court guidance says the employer must allow the time off |
More than 10 employees: cannot withhold the first $72 of daily wages for the first 3 days, effectively the lower of $72 or the employee's missed daily wage. Ten or fewer employees, and all employers after day 3: no state employer-wage requirement (§ 519) |
Employer may not force vacation, personal, or sick leave; employee may choose paid leave. The state juror allowance fills the gap to $72 when required employer wages are lower and is unavailable for a scheduled workday when wages are not withheld (§ 521; court guidance) |
Employee must notify the employer before the jury-service term begins (§ 519); no fixed number of days, written-form rule, or summons-copy requirement stated. The court supplies proof of service on request |
No forced make-up days; no full evening or night shift after reporting or serving a full jury day. A schedule change may accommodate service but may not penalize the employee (Unified Court System guidance applying § 519) |
Discharge or another penalty is criminal contempt (§§ 519, 750(A)(7)); court may impose up to a $1,000 fine, up to 30 days in jail, or both (§ 751(1)). Pending A2533-A/S9773 would add Labor Law civil penalties and an employee civil action |
| North Carolina verified 2026-07-13 | N.C. Gen. Stat. § 9-32 (discharge or demotion of juror unlawful) |
Being called for jury duty and service as a grand juror or petit juror (§ 9-32(a)); the text does not separately enumerate summons response, jury selection, or federal jury service |
Any employer and employee; § 9-32 states no employer-size, tenure, schedule, industry, or classification gate |
Employer may not discharge or demote an employee because the employee was called for jury duty or is serving as a grand or petit juror; the section is protective and does not separately define the amount or mechanics of leave |
No general private-employer wage-continuation requirement stated in § 9-32; the section prohibits discharge and demotion but does not require wages for time away |
No express rule on compelled or voluntary vacation, sick leave, or other PTO, and no employer-wage offset rule for court-paid juror fees stated in § 9-32 |
No employee-to-employer notice deadline, written-notice form, summons-copy duty, attendance-certificate rule, or other proof requirement stated in § 9-32 |
No night-shift rest period, same-day return rule, make-up-time rule, work-interference prohibition, or long-trial scheduling protection stated in § 9-32 |
No discharge or demotion because the employee was called or is serving (§ 9-32(a)); civil action for reasonable damages and reinstatement, with the burden of proof on the employee (§ 9-32(b)); one-year limitations period (§ 9-32(c)) |
| North Dakota verified 2026-07-13 | N.D.C.C. § 27-09.1-17 (protection of jurors' and witnesses' employment) |
Receiving a summons or subpoena, responding, serving as a juror or witness, or attending court for jury service or to give testimony (§ 27-09.1-17(1)); witness service shares the section but is outside this survey |
Written as a flat duty of any 'employer' toward any 'employee'; the section states no employer-size, tenure, or full-time gate |
Employer may not deprive an employee of employment, lay off, penalize, threaten, or otherwise coerce the employee because of the covered jury service (§ 27-09.1-17(1)); the absence is protected |
None. Section 27-09.1-17 contains no wage-continuation requirement; North Dakota does not require a private employer to pay wages for jury service |
The section does not authorize compelling use of vacation, sick, or other paid leave and does not address offsetting court juror fees against wages |
The section imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in § 27-09.1-17 |
A violation is a class B misdemeanor (§ 27-09.1-17(2)); an employee discharged in violation may bring a civil action within 90 days for lost wages and reinstatement, with recoverable damages capped at lost wages for six weeks, plus a reasonable attorney's fee if the employee prevails (§ 27-09.1-17(3)) |
| Ohio verified 2026-07-13 | Ohio Rev. Code §§ 2313.19 and 2313.99(A) |
Job protection: summons under Ohio Rev. Code ch. 2313 plus absence because of actual jury service (§ 2313.19(A)). PTO protection: responding to the summons, jury selection, and actual service (§ 2313.19(B)); not written to cover federal jury service |
Job protection is limited to a 'permanent employee' (§ 2313.19(A)); the no-forced-PTO rule applies to any employee and does not state a tenure, classification, or employer-size limit (§ 2313.19(B)) |
No discharge, discharge threat, or discipline that could lead to discharge of a permanent employee who gave reasonable advance notice and is absent for actual jury service (§ 2313.19(A)); statute is protective rather than an express all-employee leave grant |
No general private-employer wage-continuation requirement stated in § 2313.19; the section protects permanent employment and leave balances but does not require wages for the absence |
Employer may not require or request use of annual, vacation, or sick leave for summons response, selection, or service; employer need not create leave benefits the employee otherwise lacks (§ 2313.19(B)). No juror-fee offset rule stated |
Permanent employee must give reasonable notice of the summons before jury service begins (§ 2313.19(A)); no fixed day count, written form, summons-copy requirement, or proof rule stated |
No night-shift rest period, same-day return rule, make-up-time rule, or long-trial scheduling protection stated in §§ 2313.19 or 2313.99 |
Violation of § 2313.19 may be punished as contempt of court under Ohio Rev. Code ch. 2705 (§ 2313.99(A)); these sections do not create a jury-specific private damages or reinstatement action |
| Oklahoma verified 2026-07-13 | Okla. Stat. tit. 38, §§ 34-35 |
Summons response, jury selection, and actual service; penalty and civil-remedy text names grand, multicounty grand, and petit juries (§§ 34-35) |
Employers and employees generally; no employer-size exclusion from leave, PTO, protection, or remedies. Separate court postponement applies when employer has five or fewer full-time employees or equivalent (§ 34) |
Employee chooses available paid leave or leave without pay for jury-duty absence; employer cannot take adverse action for service when notice condition is met (§§ 34(A), (C), 35) |
No wage-continuation duty unless employee elects to use paid leave for jury-duty absence (§§ 34(C), 35) |
Employer may not require or request annual, vacation, or sick leave for summons response, selection, or service; employee decides whether to use available paid leave. Juror-fee offset not addressed (§§ 34(B)-(C), 35) |
Employee must notify employer within reasonable period after receiving summons and before appearing for jury duty to receive § 34(A) protection; no particular form or summons-copy rule stated |
Court automatically postpones overlapping service for employee of employer with five or fewer full-time employees or equivalent when another employee was previously summoned for same period. No shift-rest or return-to-work rule (§ 34(D)) |
No termination, removal, adverse action, or forced leave because of covered service. Criminal violation is misdemeanor punishable by fine up to $5,000. Civil action allows actual and exemplary damages, including past/future lost earnings, lost-leave value, mental anguish, and reasonable job-search damages (§§ 34-35) |
| Oregon verified 2026-07-13 | ORS 10.061(3), 10.090, 10.092, and 659A.885 |
Responding to a summons; scheduled or completed service on a grand jury, trial jury, or jury of inquest. ORS chapter 10 defines juror to include a prospective juror (ORS 10.010(2), 10.090) |
All employers for unpaid leave, no-forced-leave, and anti-retaliation rules; insurance-continuation rule applies to employers with 10 or more persons when employee elects continuation and gives policy-compliant notice (ORS 10.090, 10.092(1)) |
Employer must allow leave without pay for time spent responding to a jury-duty summons (ORS 10.090(2)) |
No general employer wage-continuation duty; statute preserves employer policies and agreements concerning wages during scheduled or actual jury service (ORS 10.090(3)) |
Employer cannot require vacation, sick, or annual leave for summons response. Unless employment agreement provides otherwise, juror paid wages or salary for court-attendance days must waive juror fee; mileage claim unaffected (ORS 10.061(3), 10.090(2)) |
No general employee notice deadline or summons-copy rule in ORS 10.090. For insurance continuation at 10+ employer, employee must elect coverage and notify employer under employer's notification policy (ORS 10.092(1)(b)) |
No night-shift rest window, same-day return requirement, or employer long-trial scheduling rule stated in ORS 10.090 |
Discharge, threatened discharge, intimidation, or coercion over scheduled or completed covered service is unlawful employment practice. Employee may complain to BOLI or sue; court may grant equitable relief including reinstatement/back pay, costs and reasonable fees, plus $720 civil penalty. Insurance violations have same routes (ORS 10.090, 10.092, 659A.885) |
| Pennsylvania verified 2026-07-13 | 42 Pa.C.S. § 4563 (protection of employment of petit and grand jurors) |
Receiving a summons, responding to it, serving as a petit or grand juror, or attending court for prospective jury service (§ 4563(a)) |
Generally covered, but no § 4563(a) protection against a retail or service employer with fewer than 15 workers or a manufacturing employer with fewer than 40 (§ 4563(d)); an uncovered person may request to be excused from jury service (§ 4563(e)) |
Covered employer may not deprive the employee of employment, seniority, or benefits, or threaten or coerce the employee, because of the summons, response, prospective attendance, or service (§ 4563(a)) |
None. Section 4563(a) expressly says the employer need not compensate employment time lost because of jury service |
No express rule on compelled or voluntary vacation, sick leave, or other PTO, and no employer-wage offset rule for court-paid juror fees; the statute separately protects the employee's benefits |
No employee-to-employer notice deadline, written-notice form, summons-copy duty, or proof requirement stated in § 4563 |
No night-shift rest period, same-day return rule, make-up-time rule, or long-trial scheduling protection stated in § 4563 |
Violation is a summary offense (§ 4563(b)); employee may sue for actual lost wages and benefits, reinstatement, and a reasonable attorney's fee, but damages cannot exceed wages and benefits actually lost (§ 4563(c)) |
| Rhode Island verified 2026-07-13 | R.I. Gen. Laws § 9-9-28 (prohibition against loss of employment or longevity benefits) |
Being called to serve jury duty (§ 9-9-28) |
Any employer doing business within Rhode Island or otherwise subject to the state's jurisdiction, toward its employees; the section states no employer-size, tenure, or full-time gate |
Employer shall not cause an employee to suffer the loss of position, wage increases, promotions, longevity benefit, or any other emolument of the employment relationship because the employee has been called to serve jury duty (§ 9-9-28); the job and its incidents are protected |
None by default. In the absence of a contract or collective-bargaining agreement to the contrary, no employer is responsible to pay the employee any compensation for the period of jury duty (§ 9-9-28) |
The section does not authorize compelling use of vacation, sick, or other paid leave and does not address offsetting juror fees against wages; it protects wage increases, promotions, and longevity benefits from loss |
Section 9-9-28 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in § 9-9-28 |
A violation, upon conviction, is punishable as a misdemeanor, and the section preserves all civil rights otherwise available to the employee in addition to that penalty (§ 9-9-28) |
| South Carolina verified 2026-07-13 | S.C. Code Ann. § 41-1-70 |
Serving on a jury of any court; the section also covers compliance with a valid subpoena to testify, but witness leave is outside this topic. Summons response and prospective selection are not separately named (§ 41-1-70) |
Any employer and employee; no employer-size, tenure, full-time, or permanent-worker limit stated (§ 41-1-70) |
No affirmative jury-leave sentence; employer faces civil liability for dismissal or demotion because employee serves on a jury of any court (§ 41-1-70) |
No general employer wage-continuation requirement stated in § 41-1-70 |
No express rule on required or voluntary use of vacation, sick leave, or other PTO, and no employer offset for juror fees stated in § 41-1-70 |
No employee notice deadline, summons-copy requirement, or attendance-proof rule stated in § 41-1-70 |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in § 41-1-70 |
Dismissal or demotion because of jury service creates circuit-court civil liability. Dismissal damages capped at one year's salary or 52 weeks' wages; demotion damages capped at one year of pay difference. No reinstatement or attorney-fee remedy stated (§ 41-1-70) |
| South Dakota verified 2026-07-13 | S.D. Codified Laws § 16-13-41.1 (no discharge or suspension; Class 2 misdemeanor) and § 16-13-41.2 (retained job status, pay, and seniority; leave with or without pay) |
Serving as a juror in any court in the State of South Dakota (§ 16-13-41.1) |
'No person' (employer) may discharge or suspend 'any employee'; the sections state no employer-size, tenure, or full-time gate |
No person shall discharge or suspend any employee from employment for serving as a juror (§ 16-13-41.1); the absence to serve is protected |
None required. A temporary leave of absence for jury duty 'may be with or without pay within the discretion of the employer' (§ 16-13-41.2) |
The sections do not authorize compelling use of vacation, sick, or other paid leave and do not address offsetting juror fees against wages; on return the employee keeps the same job status, pay, and seniority held before service (§ 16-13-41.2) |
Neither section imposes an express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears; the employee returns to the same job status, pay, and seniority (§ 16-13-41.2) |
Discharging or suspending an employee for jury service is a Class 2 misdemeanor (§ 16-13-41.1); the employee is entitled to retain and be restored to the same job status, pay, and seniority as before jury duty (§ 16-13-41.2). These sections state no separate private civil action |
| Tennessee verified 2026-07-13 | Tenn. Code Ann. § 22-4-106, enacted in its current numbering by 2008 Tenn. Pub. Acts ch. 1159 |
Jury service in any court of the United States or Tennessee; daily work excuse applies when service exceeds three hours, while anti-discrimination protection applies to serving on jury duty (§ 22-4-106(a), (d)) |
Employer includes the State and local government (§ 22-4-106(f)). Leave and job protection state no size or tenure gate, but wage continuation is not required when the employer regularly employs fewer than five people or the juror has been employed temporarily for less than six months (§ 22-4-106(b)) |
After timely summons display, employer must excuse the employee from employment for each day jury service exceeds three hours (§ 22-4-106(a)(1)); night-shift and pre-court-hours workers receive additional shift relief under subsection (a)(2) |
Usual compensation from employment for the excused absence, subject to employer discretion to deduct juror fees and limited to time actually spent serving and traveling; no pay duty for employers with fewer than five regular workers or employees hired temporarily for under six months (§ 22-4-106(b)) |
Employer has discretion to deduct the fee or compensation received for jury service from usual compensation (§ 22-4-106(b)). No express rule on compelled or voluntary vacation, sick leave, or other PTO stated in § 22-4-106 |
Employee must exhibit the summons to the immediate superior on the next day the employee is engaged in employment after receiving it (§ 22-4-106(a)(1)). Juror-pay issuer must provide a daily/total fee statement and, if requested by juror or employer before the service at issue, a statement of daily service hours (§ 22-4-106(c)) |
Night-shift or pre-court-hours employee is excused from the shift immediately before the first service day. After day one, if jury responsibility exceeds three hours, that employee is excused from the next scheduled work period within 24 hours; trial judge conclusively resolves application to a shift (§ 22-4-106(a)(2)) |
After required notice, no discharge or discrimination for jury service (§ 22-4-106(d)(1)); employee discharged, demoted, or suspended is entitled to reinstatement and reimbursement of lost wages and work benefits (§ 22-4-106(d)(2)(A)). Willful refusal to rehire or restore and any violation of the section are Class A misdemeanors (§ 22-4-106(d)(2)(B), (e)) |
| Texas verified 2026-07-12 | Tex. Civ. Prac. & Rem. Code §§ 122.001-.003 (two concurrently codified 2019 versions of § 122.001) |
Juror service, attendance, or scheduled attendance in any court in the United States under one § 122.001 version; juror or grand-juror service under the companion version |
Permanent employees; one version applies to an employer generally and the companion version expressly to a private employer (§ 122.001) |
Protection is framed as no discharge, threat, intimidation, or coercion because of service/attendance, plus a right to return to the same job after timely return notice; no separate paid-leave grant (§ 122.001) |
No general private-employer wage requirement; Texas Judicial Branch states an employer is not required to pay time missed for jury service |
Chapter 122 does not address compelled or optional PTO use or permit an employer to offset court-paid juror compensation |
No fixed advance notice or summons-copy rule in Chapter 122; employee seeking return must give actual notice of intent to return as soon as practical after release (§ 122.001(b)) |
No night-shift or same-day return rule; statutory reemployment right is subject to prompt actual notice after release and employer's changed-circumstances defense (§§ 122.001(b), 122.003) |
Reinstatement; 1-5 years' compensation; reasonable fees; civil action within 2 years of service; Class B misdemeanor; contempt for termination/threat/penalty; employer may prove changed circumstances made reemployment impossible/unreasonable (§§ 122.002-.003) |
| Utah verified 2026-07-13 | Utah Code § 78B-1-116 |
Receiving or responding to a summons, serving as juror or grand juror, and attending court for prospective jury or grand-jury service (§ 78B-1-116(1)) |
Employers and employees generally; no employer-size, tenure, full-time, or permanent-worker limit stated (§ 78B-1-116) |
No defined leave-duration sentence; employer cannot deprive employee of employment, threaten, take adverse action, or coerce employee because of covered jury activity (§ 78B-1-116(1)) |
No general employer wage-continuation requirement stated in § 78B-1-116; lost-wage remedy after unlawful discharge does not make ordinary jury leave paid |
Employer may not require or request annual, vacation, or sick leave for summons response, selection, or service. Statute does not address voluntary PTO use or employer offset for juror fees (§ 78B-1-116(2)) |
No employee notice deadline, summons-copy requirement, or attendance-proof rule stated in § 78B-1-116 |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in § 78B-1-116 |
No employment deprivation, threat, adverse action, or coercion for covered activity. Violation is criminal contempt punishable by up to $500, six months, or both. Discharged employee has 30 days to sue for reinstatement and up to six weeks' lost wages; prevailing employee receives reasonable attorney fees (§ 78B-1-116(1), (3)-(4)) |
| Vermont verified 2026-07-13 | 21 V.S.A. § 499 (jurors and witnesses) |
Service as a juror (§ 499(a)); the same section separately covers attendance as a subpoenaed witness (§ 499(b)), which is outside this survey |
Written as a flat duty of any 'employer' toward any 'employee'; no employer-size or tenure gate stated. All employees are deemed in the employer's service during jury service for seniority, fringe benefits, and vacation credit (§ 499(a)(2)) |
Employer shall not discharge an employee because of juror service, or penalize or deprive the employee of any right, privilege, or benefit in a manner that discriminates between jurors and non-jurors (§ 499(a)(1)); the absence is protected |
None. Section 499 requires no wage continuation; it protects benefits and non-discrimination, not a paycheck during service |
The employee keeps accruing seniority, fringe benefits, and vacation credit during jury service (§ 499(a)(2)); the section does not authorize compelling use of vacation or other paid leave and does not address offsetting court juror fees against wages |
Section 499 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in § 499 |
A person who violates the section shall be fined not more than $200 (§ 499(c)); the section provides no separate statutory reinstatement, damages, or fee-shifting remedy |
| Virginia verified 2026-07-13 | Va. Code §§ 18.2-465.1 and 18.2-11(c) |
A person summoned to serve on jury duty; the employment protection covers absence due to that duty, and the shift rule requires being summoned and appearing for jury duty (§ 18.2-465.1). The combined section separately covers certain witnesses, but this page addresses jurors |
Any employer and person summoned for jury duty; no employer-size, industry, tenure, schedule, or employee-classification gate stated in § 18.2-465.1 |
After reasonable notice, no discharge or adverse personnel action because of absence due to jury duty, and no required use of sick leave or vacation time (§ 18.2-465.1); the statute is protective rather than a separately quantified leave grant |
No general private-employer wage-continuation requirement stated in § 18.2-465.1; the Supreme Court of Virginia's juror guide says many employers continue salary and directs jurors to ask about workplace policy |
Employer may not require use of sick leave or vacation time for the protected absence after reasonable notice; no express rule on other paid-leave categories, voluntary use, or offsetting employer wages by court-paid juror fees (§ 18.2-465.1) |
Person must give the employer reasonable notice of the court appearance or summons; no fixed day count, written form, summons-copy duty, attendance-certificate rule, or other proof requirement stated in § 18.2-465.1 |
If summoned and appearing for jury duty for at least four hours in one day, including travel, the person cannot be required to start a shift beginning at or after 5:00 p.m. that day or before 3:00 a.m. the next day (§ 18.2-465.1); no broader same-day or next-day rule stated |
Discharge and any adverse personnel action prohibited after reasonable notice; violation is a Class 3 misdemeanor (§ 18.2-465.1), carrying a maximum $500 fine (§ 18.2-11(c)). These sections state no jury-specific private damages, reinstatement, attorney's-fee, or administrative remedy |
| Washington verified 2026-07-13 | RCW 2.36.010, 2.36.165, and 9.92.030 |
State petit jury, grand jury, or jury of inquest under chapter 2.36 RCW; sufficient leave protects service after a chapter 2.36 summons, while job protection reaches receiving and responding to the summons, serving, and attending a Washington court for prospective service (RCW 2.36.010(2), (5); 2.36.165(1)-(2)) |
Any person, association, partnership, or private or public corporation employing or controlling wages, hours, or working conditions of at least one employee (RCW 2.36.165(5)); no tenure, schedule, or classification gate stated |
Employer must provide sufficient leave of absence to serve when the employee is summoned under chapter 2.36 RCW (RCW 2.36.165(1)); separate protection bars specified adverse conduct across summons receipt, response, prospective attendance, and service (RCW 2.36.165(2)) |
None. Washington State Courts expressly states current law does not require salary continuation during jury-service absence |
No express rule in RCW 2.36.165 on compelled or voluntary vacation, sick leave, or other PTO, and no employer-wage offset rule for court-paid juror fees |
No employee-to-employer notice deadline, written-notice form, summons-copy duty, attendance-certificate rule, or other proof requirement stated in RCW 2.36.165 |
No night-shift rest period, same-day return rule, make-up-time rule, or work-interference limit stated in RCW 2.36.165; leave must be sufficient to serve |
No deprivation of employment, threats, coercion, harassment, or denial of promotional opportunities for protected jury activity (RCW 2.36.165(2)); intentional violation of the leave or protection rule is a misdemeanor (subsection (3)), punishable by up to 90 days and/or $1,000 when no other punishment is prescribed (RCW 9.92.030). A subsection (2) violation supports damages, reinstatement, and a prevailing employee's reasonable attorney's fee (RCW 2.36.165(4)) |
| West Virginia verified 2026-07-13 | W. Va. Code § 52-3-1 (right of action for discrimination against employees summoned for jury duty) |
Receiving or being served with a summons for jury duty, being absent to respond to a summons, and serving on any jury in a court of West Virginia, the United States, or any state (§ 52-3-1(a)) |
Written as a flat protection for any 'employee' against 'his employer'; § 52-3-1 states no employer-size, tenure, or classification gate |
The absence to respond to a summons and to serve is protected against employer discrimination: an employer may not terminate or threaten to terminate the employee because of jury service (§ 52-3-1(a)). The section bars retaliation rather than fixing a quantity of leave |
None for time away. Section 52-3-1(b) states nothing 'shall be construed to require an employer to pay an employee any wages or other compensation for the time the employee is actually away from employment for jury services.' But the employer may not decrease the employee's regular compensation for time the employee was not actually away (§ 52-3-1(a)) |
Section 52-3-1 does not authorize compelling use of vacation, personal, or sick leave for jury days, and does not address crediting the court's juror fee against any wages an employer chooses to pay |
Section 52-3-1 imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, night-shift excusal, minimum-release period, or long-trial rule appears in § 52-3-1 |
An employee discriminated against for jury service may sue in the circuit court where the summons originated or the discrimination occurred; the court may order the employer to cease and desist and grant affirmative relief, including reinstatement with or without back pay. A prevailing employee recovers reasonable attorney's fees, and a violating employer is guilty of civil contempt and fined $100 to $500 (§ 52-3-1(a), (c), (d)) |
| Wisconsin verified 2026-07-13 | Wis. Stat. § 756.255 |
The period of jury service under Wisconsin's jury chapter; the section does not separately enumerate summons response, selection, grand jury, or federal jury service (§ 756.255) |
Employers and employees generally; no employer-size, tenure, schedule, full-time, or permanent-worker limit stated (§ 756.255) |
Employer must grant a leave of absence for the period of jury service without loss of time in service (§ 756.255) |
No general wage-continuation requirement stated; preserving time in service and pay-advancement status is not a promise of wages during the absence (§ 756.255) |
No express rule on required or voluntary use of vacation, sick leave, or other PTO, and no employer offset for juror fees stated in § 756.255 |
No employee notice deadline, summons-copy requirement, or attendance-proof rule stated in § 756.255 |
No night-shift rest window, same-day return requirement, or long-trial scheduling rule stated in § 756.255 |
Absence due to jury service may not be used as a basis for discharge or discipline. Violating employer may be fined up to $200 and required to make full restitution, including reinstatement and back pay (§ 756.255) |
| Wyoming verified 2026-07-13 | Wyo. Stat. § 1-11-401 (protection of jurors' employment) |
Jury service, and attendance or scheduled attendance in connection with jury service, in any court in the state of Wyoming (§ 1-11-401(a)); the section does not separately spell out federal-court coverage beyond 'any court in the state' |
Written as a flat duty of any 'employer' toward any 'employee'; the section states no employer-size, tenure, or full-time gate |
Employer shall not discharge, threaten to discharge, intimidate, or coerce any employee by reason of the employee's jury service or scheduled attendance in connection with it (§ 1-11-401(a)); the absence is protected |
None. Section 1-11-401 contains no wage-continuation requirement; Wyoming does not require a private employer to pay wages for jury service |
The section does not authorize compelling use of vacation, sick, or other paid leave and does not address offsetting court juror fees against wages; a reinstated employee participates in insurance and other benefits under the employer's furlough/leave rules (§ 1-11-401(c)) |
The section imposes no express advance-notice period, written-notice form, or summons-copy requirement on the employee |
No shift-rest window, minimum-release period, same-day-return limit, or long-trial rule appears in § 1-11-401 |
A court may enjoin further violations and grant other relief including reinstatement; the employer is liable for exemplary damages set by the court up to $1,000 per violation per employee, plus reasonable costs and attorney fees (§ 1-11-401(b)); a reinstated employee is treated as on furlough/leave and reinstated without loss of seniority (§ 1-11-401(c)); suit must be brought within 6 months (§ 1-11-401(d)); a prevailing employer may recover a fee if the action was frivolous, vexatious, or in bad faith (§ 1-11-401(e)) |
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