outlines Jury Duty policies per state.


Map:

 

Statutes by State:

  1. Alabama: Full-time employees eligible, regular pay 
    1. must provide jury summons on next working day after receipt. 
  2. Colorado: All employees eligible, regular pay up to $50 for 3 days 
  3. Connecticut: Full-time employees eligible, regular pay for 5 days
  4. District of Columbia: Full-time employees eligible, regular pay minus jury duty pay for 5 days
  5. Georgia: Full-time employees eligible, regular pay minus jury duty pay.
  6. Louisiana: all, regular pay for 1 day 
  7. Massachusettes: all, regular pay for 3 days
  8. Nebraska: All, regular pay minus jury duty pay
  9. New York: all, regular pay up to $40 for 3 days
    1. Must provide jury summons prior to beginning jury duty. 
  10. Tennessee: Worked more than 6 months, regular pay minus jury duty pay
    1. Must provide jury summons on next working day after receipt. 

Note: Jury duty leave statutes apply to non-exempt (hourly) employees only. 

For exempt (salary) employees: If the employee does any work for the organization, including checking and respond to work messages (e.g. emails, voicemails, phone calls, etc.) the employee is considered to have worked during the workweek and must receive a full week of pay. 

All other states must provide reasonable notice to employers of jury duty, aside from: 

The state of Illinois employees must provide jury summons within 10 days of issuance. 

The state of Nevada employees must provide jury summons >= 3 days before jury duty. 

The state of Texas employees must provide intent to return after jury duty completion.