LOYOLA encourages its employees to fulfill their civic responsibilities when called upon for jury or witness duty.
A leave of absence for jury or witness duty will be granted to any full-time employee who has
been notified to serve. It is the employee’s responsibility to notify their immediate supervisor as
soon as a formal notice regarding jury or witness duty is received. The employee must also
forward a copy of the notice to serve to the Human Resources Department.
If the absence of the employee will impair an essential Company operation, the employee may be
required to ask to be excused or to have the service deferred.
If an employee is absent on a regularly scheduled work day to serve jury or witness duty, the
employee will be paid their base rate of pay for up to 8 hours a day. Maximum of five days per year.
Employees must report to work on a regularly scheduled work day when there are four or more hours
remaining in their normal work day. Any compensation received for jury or witness services (excluding
payments specifically designed for travel or meal allowances) will be relinquished to the
Accounting Department.
Employees with concerns regarding their continuous absence from work due to jury or witness
duty should contact the Human Resources Department and/or their immediate supervisor.
When the employee is released from jury or witness duty, the employee must submit the
subpoena indicating the number of days served to the Human Resources Department.
Personal Leave Time (PLT) will not be charged for absences due to jury or witness duty as
covered in these guidelines.
Employees who are appearing in court as defendants or plaintiffs, unrelated to Company
business, are not entitled to compensation under this procedure.
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