SDSU Research Foundation encourages employees to honor their civil responsibilities. Employees called to jury duty, may be eligible for paid jury duty benefits. The Research Foundation will continue to pay employees at their regular rate of pay for the time spent on jury duty. Temporary casual employees are not eligible for paid jury duty benefits
Eligible employees may serve and be paid for a maximum of 10-days at one time. Any time served by the employee beyond this limit is without pay. Due to funding restrictions, Project employees may be prohibited from being paid for jury duty. Project employees should check with their supervisor to determine if payment for jury duty is an eligible expense.
A Project employee not eligible for paid jury duty may contact the Department of Human Resources in the event they are summoned to jury service, to request a letter that provides information regarding their employment and the policy, which may be provided to the court.
Documentation to verify the time spent on jury duty must be attached to the employee’s corresponding time report. Failure to produce such records will result in unexcused leave. In those circumstances, an employee may request the use of accrued vacation or be required to take leave without pay. The employee should continue to report for work on those days or parts of days when excused from jury duty or when jury duty does not conflict with his/her work schedule.
It is the employee's responsibility to report for work if released by the court before 12-noon. Failure to do so will result in unpaid leave or the use of accrued vacation hours.
How do employees complete their time report during jury duty service?
Evidence of jury duty attendance must be presented to SDSU Research Foundation's Payroll Office by attaching the Court's record to the corresponding time report. This is normally a time record sheet provided by the Clerk of the Court. This record is necessary to authorize the time away from work and any paid time that may be due the employee. When eligible for paid time off to serve on a jury (10 days or less), employees should record the appropriate number of jury duty hours (JYS) on each day served. Additionally, the failure to produce the Court's time record sheet may result in unpaid jury duty. Employees who serve on a jury but are ineligible for paid jury duty service will be required to take leave without pay, or record and use available vacation or personal holiday time for time spent on jury duty. The following situations may require employees to take leave without pay, or record vacation or personal holiday time for jury duty service:
- the case exceeds 10 days;
- you are a Regular Project employee without supervisory approval for paid jury duty; or
- you are a Temporary-Hourly employee.
Employees may retain any reimbursement issued by the Court for jury duty.