sample policies

40 BUSINESS MANAGEMENT DAILY
More than half the states have blanket policies that make it illegal to terminate
employees who serve on juries. In those states you are required to hold open a job for
employees who are selected for jury duty.
Specify in your policy whether employees will be paid for jury service and, if so, for
how long. Some options:
• Full pay for the entire period of jury service.
• Partial pay for the entire period.
• Full pay for up to so many days and partial or no pay after that period.
Some employers that pay the employee’s full salary while they are on jury duty
require the employee to endorse to the company the jury pay they receive—a practice
that employees will perceive as fair so long as it doesn’t come as a surprise to them.
Given the wide variation in state laws, you should contact your attorney before
formulating a written policy.
Sample jury duty policy
“If you are called to serve jury duty, XYZ encourages you to fulfill your right and duty
as a citizen. Time off will be granted for the duration of your jury duty. Please provide
your jury duty summons to your supervisor as soon as possible so that proper arrangements
can be made to cover in your absence. You will receive your full salary for time
spent on jury duty up to ten (10) business days. You will also be eligible for employee
benefits as if you were actively employed during an approved jury duty. In the
event you are dismissed from jury duty early on any day, you must report to work for
the remainder of the day.
“In the event you are summoned to appear in court as a witness, you are allowed
unpaid time off.”
—A sales promotion firm
Military Leave and Reserve Training
As the military trims its active force, Reserve units make up an increasing percentage
of the armed forces and are getting more training. So you have to expect to grant more
time off for Reservists’ training, often on shorter notice than you may have been given
in the past.
Under federal law employers are prohibited from discriminating in their employment
practices against persons serving in the uniformed services. After an employee
has gone on military leave, you are required to re-employ him if his absence is less than
five years and if he reapplies with your company within the appropriate time limits.
However, you don’t have to reinstate him in his old job as long as a new position offers
him similar status, seniority, benefits and pay.
Sample military training policies
“XYZ’s policy is to comply with all applicable laws that afford protection rights to
employees serving duty with the military, the Reserve and the National Guard.
“There are two situations in which military leave is granted: temporary military duty
(including summer encampment) and active duty. The company will supplement pay
for up to two weeks per year for employees serving temporary military duty. For active