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South Dakota
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
Any employee serving as a juror must retain and be entitled to the same job status, pay,
and seniority as he or she had prior to performing jury duty.
South Dakota Stat. 16-13-41.2
An employer may not discharge or suspend any employee from his employment for
serving as a juror in any court in the State of South Dakota.
South Dakota Stat. 16-13-41.1
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Tennessee
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An employer who employs five (5) or more employees must pay employees for time
spent serving jury duty, except employees who are employed on a temporary basis of
less than six (6) months. An employer may deduct from the wages any fees received
by the employee for serving on the jury.
An employer must grant an employee an excused absence for jury service if the
employee shows the jury summons to the employer on the next workday after receiving
the summons, so long as the employee's jury service last more than three (3) hours on
the days of service. An employer may not discharge or in any manner discriminate
against an employee for serving jury duty if such employee, prior to taking time off, gives
the required notice.
If an employee summoned for jury duty is working a night shift or is working during hours
preceding those in which court is normally held, the employee must be excused from
work for the shift immediately preceding the employee's first day of service. After the
first day of service, when the employee's responsibility for jury duty exceeds three (3)
hours during a day, the employee must be excused from the employee's next scheduled
work period occurring within twenty-four (24) hours of the day of jury service.
Tennessee Stat. 22-4-108
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Texas
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
A employer may not discharge a permanent employee because the employee serves as
a juror.
Texas Civil Practice and Remedies Code 122.001
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Utah
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer may not discharge, threaten, take any adverse employment action, or
otherwise coerce an employee because the employee receives and/or responds to a
summons, serves as a juror, or attends court for prospective jury.
An employer may not require or request an employee to use annual, vacation, or sick
leave for time spent responding to a summons for jury duty, time spent participating in the
jury selection process, or for time spent actually serving on a jury.
Utah Stat. 78B-1-116
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Vermont
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer may not discharge an employee by reason of his service as a juror, or
penalize such employee or deprive him of any right, privilege, or benefit on a basis which
discriminates between such employee and other employees not serving as jurors. All
employees shall be considered in the service of their employer during all times while
serving as jurors in accordance with this section for purposes of determining seniority,
fringe benefits, credit toward vacations and other rights, privileges, and benefits of
employment.
Vermont Stat. 21-499
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Virginia
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer may not discharge or take any other adverse action against an employee
for receiving and/or responding to a jury summons or for serving on a jury if the
employee has given reasonable notice of the summons or jury service.
An employer may not require an employee to take vacation or sick leave when
responding to a jury summons or serving on a jury if the employee has give reasonable
notice of the summons or jury service.
An employer may not require an employee who is summoned and appears for jury duty
for four (4) or more hours in one day, including travel time, to start any work shift that
begins on or after 5:00 p.m. on the day of his appearance for jury duty or begins before
3:00 a.m. on the day following the day of his appearance for jury duty.
Virginia Stat. 18.2-465.1
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Washington
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer must provide an employee sufficient leave of absence from work to serve
as a juror.
An employer may not discharge, threaten, coerce, or harass an employee, or deny an
employee promotional opportunities because the employee receives and/or responds to
a summons, serves as a juror, or attends court for prospective jury service.
Washington Stat. 2.36.165; Washington Juror's Guide
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West Virginia
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer must excuse an employee from work for the day or days required in
serving as a juror if the employee shows his or her jury summons to the employer,
including his or her immediate supervisor, on the next workday after receiving the
summons.
West Virginia Stat. 52-1-21
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Wisconsin
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer must grant an employee a leave of absence without loss of time in service
for the period of jury service. For the purpose of determining seniority or pay
advancement, the status of the employee cannot be considered uninterrupted by the jury
service.
An employer many not discharge or take any other adverse employment action against
an employer due to the employee's service as a juror.
Wisconsin 756.255
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Wyoming
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An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer may not discharge, threaten to discharge, intimidate or coerce any
employee by reason of the employee's attendance or scheduled attendance in
connection with jury service.
Wyoming Stat. 1-11-401
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