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

Jury duty. An employer may not discharge or penalize an employee or discriminate against an employee because of jury service. An employee serving on a jury must be considered to be in the service of the employer for purposes of determining seniority, fringe benefits, credit toward vacation, and any other rights, privileges, and benefits of employment.
Employers that violate this provision may be fined (VT Stat. Tit. 21 Sec. 499(a)).
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Witnesses. An employer may not discharge or penalize an employee or discriminate against any employee who has been summoned to testify in any civil or criminal proceeding, within the state or out of state, or in any proceeding before a board, commission, attorney, or other person in the state authorized by law to hear testimony under oath.
Time spent by an employee appearing as a witness under these conditions must be counted as time in active employment for the purpose of determining seniority, fringe benefits, credit toward vacation, and any other rights, privileges, and benefits of employment (VT Stat. Tit. 21 Sec. 499(b)).
Vermont state law does not require employers to pay employees for absences because of jury duty or court appearance. Jurors who are not paid for their time on jury duty by their employer may request per diem attendance compensation from the court.
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 ...

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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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