Jury Duty
All employees may attend jury duty on an unpaid basis in accordance with their legal obligations to do so. Employees will be granted a leave of absence for this purpose provided they give their supervisor and SDSU Research Foundation reasonable advance notice of their obligation to serve.
Questions & Answers
What do employees need to do when they get a summons for jury duty?
As soon as the summons is received, employees should provide a copy of the summons to the SDSU Research Foundation's Human Resources (FHR) Department. The FHR will provide the employee with a policy statement letter. Due to policy considerations or scheduling conflicts, employees who are unable to serve may present a copy of the policy statement letter to the Court.
Are employees paid for jury duty?
After completing one year of service, ten (10) days of paid leave is available to Regular-Salaried Central Staff and Agency employees once in any thirty-six (36) month period. Eligible Regular-Salaried Project employees may be paid for jury duty only upon supervisory approval. Temporary-hourly employees are not eligible for paid jury duty leave.
What if jury duty service poses a financial hardship?
Employees may use the policy statement letter for the Court's consideration of financial hardship, and possible excuse from service. To avoid unpaid time off to serve on a jury, employees may use their available vacation or personal holiday time.
What do employees do if they are released early from jury duty?
When employees are released early from jury duty, or when jury duty does not conflict with the employee’s work schedule, employees must report for work to complete the normal work day or make arrangements with their supervisor to charge that time to vacation, personal holiday time, or leave-without-pay.
How do employees complete their time report during jury duty service?
Evidence of jury duty attendance must be presented to SDSU Research Foundation's Payroll Office by attaching the Court's record to the corresponding time report. This is normally a time record sheet provided by the Clerk of the Court. This record is necessary to authorize the time away from work and any paid time that may be due the employee. When eligible for paid time off to serve on a jury (10 days or less), employees should record the appropriate number of jury duty hours (JYS) on each day served. Additionally, the failure to produce the Court's time record sheet will result in unpaid jury duty. Employees who serve on a jury but are ineligible for paid jury duty service will be required to take leave without pay, or record and use available vacation or personal holiday time for time spent on jury duty. The following situations may require employees to take leave without pay, or record vacation or personal holiday time for jury duty service:
- the case exceeds 10 days;
- you are a Regular-Salaried employee with less than one year of service;
- you are a Regular-Salaried Project employee without supervisory approval for paid jury duty; or
- you are a Temporary-Hourly employee.