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Jury duty pay is the compensation an employer provides when an employee is summoned to court, usually as wage continuation or covering the gap between regular earnings and the court's stipend. While federal law protects your job, it doesn't require pay; however, several states, as well as individual workplace policies, do mandate compensation.
The federal Jury System Improvements Act protects permanent employees from termination or retaliation for federal jury duty, and state laws offer similar job protection for state court service. Most states leave jury pay up to the employer, though some require paid leave for a limited time or up to a specific daily limit.
Under the salary basis test in 29 CFR Part 541, employers generally cannot reduce an exempt employee's salary for a partial week of jury service if they performed any work, though you may offset court stipends. Nonexempt employees only need to be paid for hours worked unless local laws or policies say otherwise.
Keep your jury policy clear, similar to a voting leave policy. Specify required documentation, rules for early release days, stipend offsets, and benefit continuation. Never penalize employees or count jury service against attendance records.
Federal law does not require pay, but a few states do. Otherwise, it is an employer policy choice.
Not for a partial workweek where work was performed. Employers may offset court fees instead.
No. Penalizing attendance for jury service violates protection laws. Treat it as protected leave.