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Rhode Island Jury Duty/ Court Appearance: What you need to know

Jury duty. An employer may not discharge an employee because of absence from work as a result of jury duty. An employee may not be penalized with loss of wage increases, promotions, longevity benefits, or any other benefit because of absence as a result of jury duty. Employers that violate this provision are guilty of a misdemeanor (RI Gen. Laws Sec. 9-9-28).
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Court appearance. Employers with 50 or more employees must allow an employee who is a victim of a crime to leave work to attend court proceedings related to the crime. Before the employee takes such leave, the employee may be required to provide the employer with a copy of notification of the court proceeding (RI Gen. Laws Sec. 12-28-13).
The leave is not required to be paid, but the employee may elect to use or an employer may require the employee to use the employee's accrued paid vacation, personal leave, or sick leave. An employer may not dismiss an employee who is a victim of a crime if the employee exercises the right to leave work to attend court proceedings related to the crime. The period of leave may be limited only if the employee's absence creates an undue hardship on the employer's business.
Jurors in Rhode Island are paid a per diem attendance fee (RI Gen. Laws Sec. 9-29-5).
Rhode Island law does not require private employers to pay employees for absences because of jury duty or court appearance, unless such payment is included in a contract or collective bargaining agreement.
Although not required to do so, many employers do pay employees called to jury duty or court appearances for the full period of leave regardless of exempt or nonexempt status.
Public sector. When public employees are paid by their employer for time spent ...

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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.

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  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
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  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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