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Alabama
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Alabama requires employers to grant paid leave to employees who are summoned for
and participate in jury duty.
For the employee to be eligible for leave related to jury duty, the employee must show his
or her employer the jury summons on the next day he or she is at work after receiving
the summons. The employer must grant paid leave to the employee for the time required
by the summons or required by any subsequent jury duty.
An employer cannot require or request an employee use annual, vacation, unpaid or sick
leave for time spent complying with the jury summons or serving on a jury.
A court must automatically postpone or reschedule the jury duty of a summoned juror
who is an employee of an employer with five or fewer full-time employees, if another
employee of the employer has been summoned to appear during the same period.
Alabama Stat. 12-16-8
An employer may not discharge or take any other adverse employment action against an
employee who is serving on a jury, so long as the employee returns to work on the next
regular workday after being dismissed from jury duty.
Alabama Stat. 12-16-8.1
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Alaska
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An employer is not required to pay the employee any wages for time spent complying
with a jury summons or serving on a jury.
An employer may not discharge, threaten, coerce, or penalize an employee for complying
with a jury summons or serving on a jury.
Alaska Stat. 9.20.037
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Arizona
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An employer is not required to pay an employee any wages for time spent complying
with a jury summons or serving on a jury.
An employer may not discharge or otherwise penalize an employee for complying with a
jury summons or serving on a jury.
An employer may not require an employee to use annual, vacation, or sick leave for time
spent responding to a jury summons or serving on a jury.
When an employee returns from jury service, he or she must be returned to their
previous position or to a higher position if the employee would have been entitled to the
higher position had they not served jury duty. An employee cannot lose seniority while
serving as a juror.
Arizona Stat. 21.236
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Arkansas
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An employer is not required to pay an employee any wages for time spent complying
with a jury summons or serving on a jury.
An employer may not discharge or otherwise penalize an employee for complying with a
jury summons or serving on a jury.
An employer may not require an employee to use annual, vacation, or sick leave for time
spent responding to a jury summons or serving on a jury.
Arkansas Stat. 16-31-106
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California
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An employer is not required to pay an employee any wages for time spent complying
with a jury summons or serving on a jury.
An employer may not discharge or otherwise penalize an employee for taking time off to
serve as on a jury or trial jury, if the employee, prior to taking the time off, gives
reasonable notice to the employer of he or she is required to serve.
An employee may use vacation, personal or compensatory leave, if available, for time
taken responding to a jury summons or serving of a jury.
California Labor Code 230
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Colorado
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An employer must pay an employee up to $50 per day for first three (3) days of juror
service, unless the employer and employee have agreed otherwise.
Colorado Stat. 13-71-126
An employer may not discharge, penalize, harass, threaten, or coerce an employee for
responding to a jury summons or serving on a jury. Colorado Stat. 13-71-134
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Connecticut
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An employer must pay full-time employees regular wages for the first five days, or part
thereof, of jury service, unless the employer has been excused by the Chief Court
Administrator from compensating the employee. To be excused from compensating a
juror, an employer must submit a written application to the Chief Court Administrator. The
Chief Administrator must find the employer is subject to financial hardship sufficient to
justify excusing them from the compensation obligation. In cases where an employer is
excused for compensating an employee for jury service, the state will compensate the
employee for the first five days of jury service, not to exceed $50 per day.
An employee is not considered a full-time employed juror on any day of jury service in
which the person (1) would not have accrued regular wages if they were not serving as
a juror on that day, or (2) would not have worked more than one-half of a shift which
extends into another day if they were not serving as a juror on that day. Each juror not
considered a full-time employed juror on a particular day is reimbursed by the state of
Connecticut for necessary out-of-pocket expenses incurred during that day of jury
service, provided the day of service falls within the first five days, or part thereof, of jury
service.
Connecticut Stat. 51-247
An employer may not discharge, penalize, threaten, or otherwise coerce an employee for
receiving or responding to a jury summons or for serving on a jury.
Any employee who has served eight hours of jury duty in any one day is deemed to
have worked a legal day's work and an employer cannot require the employee to work in
excess of eight hours as dictated by Connecticut Stat. 31-21.
Connecticut Stat. 51-247a
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Delaware
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An employer is not required to pay an employee for responding to a jury summons or for
serving on a jury. An employer may not consider as wages the fee paid by the state to
an employee for jury service.
Delaware Stat. 10-4514
An employer may not discharge, penalize, threaten, or otherwise coerce an employee
because the employee receives or responds to a summons or serves as a juror.
Delaware Stat. 10-4515
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Florida
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An employer is not required to pay an employee for responding to a jury summons or for
serving on a jury.
Florida Stat. 40.24
An employer may not discharge, penalize, threaten, or otherwise coerce an employee
because the employee receives or responds to a summons or serves as a juror.
Florida Stat. 40.271
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Georgia
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Georgia does not have any laws governing an employer's obligation related to an
employee's jury service. Thus, an employer would not be required to pay an employee
for responding to a jury summons or for serving on a jury.
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