619. Civic Leave
The University grants paid leave to employees summoned to serve jury duty or appear in court as a state witness (to testify on behalf of the federal, state or local government in a criminal case.) Employees who are summoned to appear in court for other reasons may use paid leave or leave without pay.
When a regular, full-time, non-exempt employee is not able to vote outside of regularly scheduled work hours, the employee will be granted up to two hours leave with pay to vote.
An employee called for jury duty will receive time off with pay for the necessary period of absence from scheduled work. The employee may retain any payment received from the court. The jury verification notice must be attached to the time sheet and initialed by the supervisor to verify required time off.
An employee who is subpoenaed as a State witness will receive time off with pay for the necessary period of absence from scheduled work; however, absences to appear as a plaintiff or defendant must be charged to vacation leave, personal time off, or taken as a personal leave without pay.
Dependents’ School Activities
An employee who is a parent, guardian, or grandparent with custody of a child in kindergarten through grade 12 is eligible to take up to 40 hours unpaid leave annually to participate in his or her children’s school activities. Eligible employees are required to give reasonable advance notice of anticipated absences for school activities and can use accrued vacation, if available.
Employees must promptly notify their supervisors and departments regarding absences related to jury duty or other court appearances. Employees must stay in regular contact with their supervisor during civic duty assignments. In cases of court appearances, supervisors must secure a copy of the summons when an employee is unable to report for work due to jury duty or court appearance. In addition, supervisors are responsible for monitoring eligible time off.
Contact Human Resources if you have questions or if you would like more information about this policy.
Policy Approved: October 23, 1998
Last Updated: October 28, 1998
Last Reviewed: June 30 2022
Maintainer: Human Resources