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

Jury duty. An employer may not discharge, threaten to discharge, or otherwise coerce an employee for responding to a summons or serving on a jury. Any employee who serves 8 hours of jury duty in any one day must be deemed to have worked a legal day's work and an employer cannot require the employee to work in excess of those 8 hours. Employees discharged in violation of this provision may sue for up to 10 weeks' wages, plus attorneys' fees (CT Gen. Stat. Sec. 51-247a).
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Court appearance. An employer may not discharge, threaten, penalize, or coerce an employee who obeys a legal subpoena to appear before any court in the state as a witness in any criminal proceeding (CT Gen. Stat. Sec. 54-85b).
Penalties. Violation of these provisions is punishable by a fine of up to $500, imprisonment for up to 30 days, or both.
Victims of crimes and family violence. Employers may not discriminate against crime victims for attending court proceedings and participating in police investigations relating to that crime. They also may not be discriminated against for having a protective order issued on their behalf.
Employees who are family violence victims are entitled to take paid or unpaid leave during any calendar year in which the leave is reasonably necessary to participate in any civil or criminal proceeding related to or resulting from such family violence.
Notice.An employee should give notice of the need for witness leave at least 7 days in advance, if possible, or as soon as practicable.
Verification. Employers may ask for verification by a police or court record that the employee did appear as indicated (CT Public Act 10-144).
Connecticut state law requires employers to pay full-time employees, defined as those ...

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Connecticut Jury Duty/ Court Appearance Resources

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Checklists Jury Duty Checklist
Policies Jury duty policy (standard)

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  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
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  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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