Jury and Witness
Spelman encourages employees to fulfill their civic responsibilities
by serving jury or witness duty when required. Regular full-time
employees may request up to 21 days of paid jury duty leave over any
Jury duty pay will be calculated on the employee's base pay rate
times the number of hours the employee would otherwise have worked on
the day of absence.
If employees are required to serve jury duty beyond the period of
paid jury duty leave, they may use available vacation benefits or may
request an unpaid jury duty leave of absence.
Employees must show the jury duty summons to their supervisor as
soon as possible so that the supervisor may make arrangements to
accommodate their absence. Of course, employees are expected to report
for work whenever the court schedule permits.
Either Spelman or the employee may request an excuse from jury duty
if, in Spelman's judgment, the employee's absence would create serious
Spelman will continue to provide health insurance benefits for the
full term of the jury duty absence. Employees must continue to pay
their portion of any applicable premiums. After paid jury duty leave
has been exhausted, employees are free to use any available vacation
leave to receive compensation for the period of this absence.
The employee will not be required to surrender any payments received
from the courts.
Spelman encourages employees to appear in court for witness duty
when subpoenaed to do so.
If employees have been subpoenaed or otherwise requested to testify
as witnesses by Spelman, they will receive paid time off for the entire
period of witness duty.
Non-exempt employees will be granted unpaid time off to appear in
court as a witness when requested by a party other than Spelman. Exempt
employees will be paid pursuant to the Fair Labor Standards Act. If
work is performed for any part of the day, exempt employees will
receive pay for the entire day. If an entire day is missed it may be
charged to vacation time. All employees are free to use any available
vacation leave to receive compensation for the period of this absence.
The subpoena should be shown to the employee's supervisor
immediately after it is received so that operating requirements can be
adjusted, where necessary, to accommodate the employee's absence. The
employee is expected to report for work whenever the court schedule
Policy No. 311 Effective Date:
9/1/2000 Revision Date: 6/1/2002