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District of Columbia Jury Duty/ Court Appearance: What you need to know

The District of Columbia prohibits employers from discharging, threatening, or otherwise coercing workers who are summoned for jury duty or serve as jurors, or who are summoned for witness service.
Employers that violate the law may be charged with contempt of court, fined, and imprisoned up to 30 days for a first offense. Subsequent offenses could result in a fine of up to $5,000 and up to 180 days' imprisonment. Employees discharged in violation of this provision may sue for reinstatement, lost wages, damages, and attorneys' fees (DC Code Sec. 11-1913).
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Private employers. Private employers with 10 or more employees are required to grant up to 5 days' paid leave for an employee's grand jury or petit jury duty, less any fees received from the court (DC Code Sec. 15-718).
An employee is not eligible for paid leave for jury duty if he or she would not have earned wages while serving on jury duty or would not have worked more than half of a shift that extends into the next day.
Jurors whose employers are not required to pay them will receive a juror service fee from the court.
Public employers. District employees are entitled to paid leave when they are summoned for jury duty or witness service in cases in which the United States, the District of Columbia, or a state or local government is a party (DC Code Sec. 1-612.03(l)).
Salaried administrative, professional, and executive personnel who are absent for less than 1 week for a court appearance should be paid for their time in order to preserve their exemption from federal overtime laws and regulations of the Fair Labor Standards Act (FLSA) (29 CFR 541.602).
However, the FLSA does not require an employer ...

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

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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