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

Jury duty. Michigan law prohibits employers from disciplining, discharging, or threatening an employee who is summoned for or serves on jury duty. Also, employers may not require employees to work on a day they have jury duty if the number of hours "exceeds the number of hours normally and customarily worked by the person" on that day. However, employees may voluntarily agree to do this (MI Stat. Sec. 600.1348).
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Employers that violate this provision commit a misdemeanor and may be punished for contempt of court.
Court appearance. Michigan law prohibits employers from disciplining, discharging, or threatening any employee who is subpoenaed and required to appear in court as a victim of a crime or who attends court as a victim representative. Employers who violate this provision commit a misdemeanor punishable by imprisonment for up to 90 days and/or a fine and may be punished for contempt of court (MI Stat. Sec. 780.762).
Jurors in Michigan receive payment based on the number of half and/or full days of jury service.
Employees may ask for verification of their jury attendance and juror payments to give to their employers.
Michigan law does not require employers to pay employees for absences due to jury duty or court appearance. Although not required to do so, many 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 ...

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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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