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

Job protection. An employer may not discharge, threaten to discharge, intimidate, coerce, or otherwise penalize an employee because the employee serves or is scheduled to serve as a juror on a grand jury, trial jury, or jury of inquest. An employer that violates this section is guilty of a class A violation and may be ordered to pay lost wages and reinstate a discharged employee (OR Rev. Stat. Sec. 10.090 (1), Sec. 10.992).
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Time off. An employer may not require that an employee use vacation leave, sick leave, or annual leave for jury duty. The employee is entitled to the unpaid time off for jury duty (ORS Rev. Stat. Sec. 10.090, 659 A.885).
Benefits. It is an unlawful employment practice for an employer of 10 or more persons to cease to provide health, disability, life, or other insurance during a period when an employee is serving on jury duty (ORS Rev. Stat. Sec. 10.090, 659 A.885).
Requests to be excused from jury duty. Active military personnel, persons over age 70, sole caregivers for a dependent who cannot afford or make other care arrangements, and women who are currently breastfeeding a child may request to be excused from jury duty by writing to the judge or clerk of the court as indicated on the summons (OR Rev. Stat. Sec. 10.090, Sec. 10.050).
Persons who cannot comply with a summons for other reasons must be excused by the court or they can be held in contempt. The judge or court clerk will weigh individual circumstances in deciding whether a person can be excused from jury duty or their service delayed.
Victim of a crime. An employer with 6 or more employees that work during each of 20 or more calendar workweeks in the year may not deny leave to an eligible employee or discharge, ...

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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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