1. Policy Statement
Family Promise of Puget Sound (FPOPS) recognizes and supports the civic responsibility of its employees to serve on juries or as witnesses when required by law. This policy outlines the provisions for paid leave for jury duty and witness appearances, ensuring employees can fulfill these obligations without loss of regular pay, while also acknowledging the importance of minimizing disruption to FPOPS’s operations and service delivery.
2. Purpose
The purpose of this policy is to:
* Ensure compliance with all applicable federal and Washington State laws regarding jury duty and witness leave.
* Provide employees with paid time off to fulfill their civic duties.
* Establish clear procedures for notifying FPOPS of jury duty or witness obligations.
* Encourage employees to manage work responsibilities where feasible during such leave.
3. Scope
This policy applies to all paid employees of Family Promise of Puget Sound, including full-time and part-time employees.
4. Guiding Principles
* Civic Responsibility: Support employees in fulfilling their legal and civic duties.
* Legal Compliance: Adhere strictly to Washington State laws regarding employee rights during jury service and witness appearances.
* No Loss of Pay: Ensure employees do not suffer a loss of regular pay while on approved leave for jury duty.
* Operational Consideration: Encourage employees to balance their civic duties with their work responsibilities to minimize impact on FPOPS operations.
* Communication: Promote timely and clear communication regarding jury duty or witness summons.
5. Definitions
* Jury Duty: The obligation to serve as a juror in a court of law.
* Witness Leave: Time off required to appear in court or other legal proceedings as a witness.
* Regular Pay: An employee’s standard wages or salary for their scheduled work hours.
6. Policy Guidelines and Procedures
6.1. Notification Requirements
* Jury Duty: If an employee receives a summons to serve on a jury panel, they must notify the CEO within 24 hours of receiving the jury duty notice. A copy of the summons should be provided to the CEO.
* Witness Leave: If an employee receives a subpoena or official request to appear as a witness in a legal proceeding, they must notify the CEO as soon as practicable after receiving the notice. A copy of the subpoena or official request should be provided to the CEO.
* Scheduling: Employees should keep their supervisor and the CEO informed of their jury duty or witness schedule, including dates of attendance and release.
6.2. Compensation During Leave
* Jury Duty: Employees will not suffer any loss of their regular pay while on approved jury duty leave. FPOPS will pay the employee their regular wages for the scheduled work hours missed due to jury duty, regardless of any compensation received from the court for jury service.
* Witness Leave:
* If an employee is subpoenaed or required to appear as a witness in a legal proceeding that is related to FPOPS business (e.g., a case involving a client or FPOPS operations), the time off will be paid at the employee’s regular rate.
* If an employee is subpoenaed or required to appear as a witness in a personal legal proceeding (i.e., not related to FPOPS business), the leave will be unpaid. Employees may use accrued Paid Time Off (PTO) for such absences, subject to the Paid Time Off Policy (FPPS-PTO-001) and supervisor approval.
6.3. Work Responsibilities During Leave
* Family Promise of Puget Sound encourages employees to address work issues as they are able to offset any hardship to FPOPS.
* If an employee is released from jury duty or witness obligations early on a scheduled workday, they are expected to return to work for the remainder of their scheduled shift, or as directed by their supervisor.
* Employees should communicate regularly with their supervisor regarding their availability during leave.
6.4. Documentation
* Employees must provide official documentation (e.g., jury summons, witness subpoena, court attendance verification) to support their request for leave.
7. Responsibilities
* Employees: Responsible for promptly notifying the CEO of jury duty or witness obligations, providing necessary documentation, and communicating their schedule and availability.
* CEO: Responsible for approving jury duty and witness leave, ensuring compliance with this policy and applicable laws, and managing payroll for such absences.
* Supervisors: Responsible for coordinating work coverage during an employee’s absence and maintaining communication with the employee.
8. Policy Review and Revision
This policy will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure its continued effectiveness, relevance, and alignment with organizational needs, best practices, and all applicable federal and Washington State laws, particularly RCW 2.36.165 concerning jury service. Any revisions will be communicated to all relevant personnel.