The University grants paid administrative leave when employees are summoned to serve jury duty or appear in court as a state witness (to testify on behalf of the federal, state or local government in a criminal case.) Employees who are summoned to appear in court for other reasons may use paid leave or leave without pay. Georgetown complies with all applicable local and federal law regarding paid time off.
The University supports employees who are fulfilling their civil and legal obligations as jurors and witnesses. Employees who appear in court for other reasons are permitted to use their accrued paid leave in those instances.
When an employee receives a summons to serve as a juror, the individual should promptly inform the immediate supervisor. The employee must provide the supervisor with a copy of the notification.
In some jurisdictions an employee may be summoned to serve jury duty on a standby or call-in basis. In this situation, the employee is expected to report for work every day that he or she is not needed for jury duty. (In some departments, such as nursing, the employee must call in but may not be asked to report for work if staffing adjustments have already been made.) When an employee on standby is advised to report for jury duty, the employee must notify the supervisor using the notice of absence procedures established in his or her department.
Service as a Juror
When an employee is released by the courts for a half day or more, the employee must notify the supervisor and be prepared to report for work.
During extended periods of jury duty, the employee is expected to stay in contact with the supervisor on a regular basis, and assist in coordinating work during his or her absence.
While on approved jury duty the employee is paid administrative leave at his or her normal salary rate. In addition to the employee's normal salary, the employee is entitled to keep any expense money or compensation paid by the court in which the employee is serving on jury duty.
Other Court Appearances
When an employee is summoned or subpoenaed to appear in court, the employee must inform the immediate supervisor as soon as possible regarding the anticipated absence from work. A copy of the summons must be provided by the employee to the supervisor.
In compliance with the D.C. Accrued Sick and Safe Leave Act of 2008 ("Sick and Safe Act"), employees may use unscheduled paid leave to participate in a civil or criminal legal proceeding related to or resulting from domestic violence or sexual abuse of the employee or the employee's family member. When an employee needs to appear in court for these reasons, the employee must inform an immediate supervisor as per the department's call-in procedures. If the need to appear in court is unforeseeable, an oral request for leave shall be provided prior to the start of the work shift for which the leave is requested, or in the case of an emergency, within 24 hours of the onset of the emergency, whichever occurs sooner. Departmental call-in procedures must allow for this type of notification.
When an employee is summoned or subpoenaed to appear in court as a state witness (to testify on behalf of the federal, state or local government in a criminal case), the employee is paid for administrative leave at his or her normal salary rate. In addition, the employee is entitled to retain any compensation paid by the court.
An employee who receives a summons or a subpoena to appear in court for any other reason, or who needs to appear in court for a reason that is in accordance with the Sick and Safe Act, may request to use accrued paid leave or leave without pay for the period of time spent in court. If the reason for the court appearance is a reason covered by the Sick and Safe Act and the employee has complied with notification procedures described above, the request to use leave cannot be denied.
Employees must promptly notify their supervisors and departments regarding absences related to jury duty or other court appearances. Employees must stay in regular contact with their supervisor during jury duty assignments and court appearances.
Supervisors must secure a copy of the summons, if one was issued, when an employee is unable to report for work due to jury duty or court appearance.
Contact the appropriate Human Resources department if you have questions or if you would like more information about this policy.