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

Jury duty. State law prohibits employers from discharging or taking any adverse employment action against an employee without cause because the employee is called to serve or is presently serving jury duty (LA Rev. Stat. Sec. 23:965).
Employers also are prohibited from making any rule or policy providing for the discharge of any employee who has been called to serve, or who is presently serving on, a grand jury or on any jury in a criminal or civil trial. An employee must notify his or her employer within a reasonable period of time after receipt of a summons and prior to his or her appearance for jury duty.
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Any employer that discharges an employee because the employee is called to serve or is presently serving on jury duty will be required to reinstate the employee at the same position, wage, salary, benefits, and other conditions of employment. The employer will also be fined between $100 and $1,000 for each offense.
However, a Louisiana employer is not prevented from discharging an employee for legitimate reasons that are unrelated to his or her jury service (Rogers v. Bromac Title Services, LLC, Case No. 13-31097 (5th Cir., 6/18/14)).
Labor investigations. Louisiana prohibits an employer from taking adverse job action against an employee who testifies or provides information to investigators relative to the enforcement of any of the state's labor laws. Violators face civil fines, attorneys' fees, criminal fines, and imprisonment (LA Rev. Stat. Sec. 23:964).
Employers must grant 1 day of leave with pay to any employee who is called or subpoenaed to serve on a state petit or grand jury or central jury pool. The leave of absence must be given without loss of wages, sick, emergency, or personal ...

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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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