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

Jury duty. An employer may not discharge, threaten, or otherwise penalize an employee for attending court for prospective jury service or for serving as a juror. An employee who is discharged in violation of this provision may be entitled to lost wages, reinstatement with full seniority and benefits, damages, and attorney's fees, provided that the suit is filed within 90 days of discharge (KY Rev. Stat. Sec. 29A.160).
Any employer that violates this provision is guilty of a class B misdemeanor (KY Rev. Stat. Sec. 29A.990).
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Court appearance. An employer may not discharge an employee for responding to a subpoena to appear in any local, state, or federal court provided that the employee gives notice to the employer by presenting a copy of the court certificate.
An employee who is discharged in violation of this provision may be entitled to lost wages, reinstatement, and attorney's fees (KY Rev. Stat. Sec. 337.415).
Jurors receive a per diem payment from the state while on jury duty.
Private employees. Kentucky state law does not require private employers to pay employees for absences resulting from jury duty or court appearance. Although not required to do so, many private employers do pay all employees called to jury duty or court appearances, regardless of exempt or nonexempt status.
The prevailing attitude among employers is that an employee summoned to serve on a jury or to testify has a civic obligation to do so and that it is the company's responsibility to support the fulfillment of that obligation. This is achieved by protecting the employee from loss of income and by making the necessary arrangements to cover for him or her during the required absence.
This is not to say that problems won't ...

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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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