(Note: OLPM sections on this page may be cited following the format of, for example, "USY.V.C.20.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

C. Employment

20.   Jury Duty and Witness Leave

20.1   Description. A faculty or staff member will be granted Jury Duty Leave with pay for the purpose of serving on a jury or as a subpoenaed witness. A faculty or staff member subpoenaed for jury duty or as a witness must notify their supervisor as soon as possible to allow the department to make arrangements to accommodate the absence. A faculty or staff member suffers no loss of annual leave, earned time or other benefits during the period of a leave of absence for jury duty.

20.1.1   Process. The absence will be approved only for the period required for jury service or as a subpoenaed witness. A copy of the summons to serve on a jury or subpoena to appear as witness must be presented to the supervisor in advance of the service. Faculty/staff members are expected to report for work at those times when service on the jury or as a subpoenaed witness is not required. At the completion of jury duty or service as a witness, the supervisor must be furnished with evidence of jury service or service as a witness for the time claimed.

20.1.2   Pay Status. The University System will pay the difference between the individual's regular budgeted salary and jury duty pay or subpoenaed witness fee (not including reimbursement for expenses) during the period of service. As an alternative, the individual serving may receive full pay for the period of service by remitting to the institution the compensation received from the court (not including reimbursement for expenses).

20.2   Crime Victim Policy

20.2.1   Description. In compliance with NH RSA 275:61 a faculty or staff member (status or non-status) will be granted leave time to attend court or legal/investigative proceedings associated with the prosecution of a crime in which the faculty or staff member was a victim or the faculty/staff member is an immediate family member of a victim.   Victim is defined as a person who suffers direct or threatened physical, emotional, psychological, or financial harm as a result of a crime or attempted crime.   Immediate family is defined in the statute as father, mother, stepparent, child, stepchild, sibling, spouse, grandparent or legal guardian of the victim. For purposes of this policy, immediate family is extended to any person residing in the same household with the victim.

20.2.2   Process. The absence will be approved only for the period required for court or legal/investigative proceedings, inclusive of travel time. Documentation concerning hearings or procedures which require the faculty/staff member's presence shall be provided to the supervisor or Human Resources in advance for verification, not for retention. Confidentiality regarding the information will be maintained.

20.2.3   Pay Status. If a status faculty/staff member is the victim, s/he may use up to 10 (ten) days of accrued Sick Leave or up to 75 or 80 hours of Sick Pool (without the prerequisite use of 5 Earned Time days) to cover absences due to crime victim proceedings. In the case where the victim is an immediate family member, a status faculty/staff member may choose to access up to 10 days of Family Medical Leave (see USY V.A.4.10 for Earned Time use and USY V.A.12 for Vacation/Personal leave use) to cover the absences. If more time is required, the faculty/staff member may use accrued Vacation/Personal time or Earned Time, or request leave without for the periods of absence.

20.2.4   Retaliation against anyone who uses a crime victim leave of absence is strictly prohibited.



This page last updated October 25, 2010. For information on the adoption and effective dates of policies please see explanation on the OLPM Main Menu.

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