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Arizona Jury Duty/ Court Appearance: What you need to know

Jury duty. An employer must allow an employee to take a leave of absence to serve as a juror and may not dismiss or penalize the employee for taking time to serve (AZ Rev. Stat. Sec. 21-236).
Absence for jury duty must not affect an employee's vacation or seniority rights. Upon returning to work, the employee is entitled to reinstatement in his or her previous position or assignment to a higher position. An employer cannot request or require an employee to use annual, vacation, or sick leave for jury duty.
The law also requires a court to postpone and reschedule the service of a summoned juror of an employer with five or fewer full-time employees if another employee of that employer is serving as a juror at the same time.
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Court appearance. An employer with 50 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year must allow an employee who is a victim of a crime to leave work to attend a criminal proceeding or to attempt to obtain an order of protection to help ensure the health, safety, or welfare of the employee or the employee's child.
An employer may not discharge or discriminate against an individual in compensation or other terms, conditions, or privileges of employment because an employee who is a victim of a crime exercises the right to leave work for these reasons. An employer may limit the leave if the employee's leave creates an undue hardship to the employer's business.
If applicable, an employee should give the employer a copy of the notice of each scheduled proceeding that is provided to the victim by a law enforcement agency prior to the absence (AZ Rev. Stat. Sec. 13-4439).
Jurors in Arizona are paid a per diem fee ...

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At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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