By Denise Jennex
There have been many questions and concerns regarding jury duty and personal necessity days.
Below is a summary of how jury duty should be handled. This information is in Article 11- Leaves of Absence, Section 12 Jury Duty.
A GTA bargaining unit member who receives a jury summons is expected to apply for a deferment to a time outside the school year (summer break, off track period, etc) If the employee is having difficulties receiving a deferment from the court, the District Human Resources Department shall cooperate with the employee in obtaining such relief from the court by writing a letter. An employee may request this letter from the District if they are having a problem with the court.
If the employee fails to request a deferment or if your jury duty is not completed before you need to return to work the District may grant the employee an unpaid leave. An unpaid leaves means you will lose your daily rate of pay for each day that you remain on jury duty and are not at work. These unpaid days will also effect your yearly STRS retirement calculation.
The only exception will be for employees whose regular annual assignment is 225 or more days a year. These employees qualify for a maximum of ten working days in any year, non-cumulative. However if your jury duty is not completed within these ten days the District may grant the employee an unpaid leave.
Important: You may not use personal necessity for jury duty.
Personnel necessity is another area where there are many questions or concerns. Personnel necessity is found in Article 11