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

Jury duty. Washington law requires employers to allow employees sufficient time off to serve as jurors when summoned. An employer may not discharge, threaten, or deny the employee promotional opportunities because of jury duty. The law applies to all employers.
Employers that violate this law are guilty of a misdemeanor. An employer that is sued by an employee for violation of this law may be ordered to reinstate the employee and pay damages and attorneys' fees (WA Rev. Code Sec. 2.36.165).
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Jurors in Washington state receive a per diem attendance payment plus mileage reimbursement.
Private employers. Washington state law does not require employers to pay employees for absences due to jury duty. Although not required to do so, many employers do pay all employees called to jury duty, regardless of exempt or nonexempt status. Some courts pay jurors a small fee, and the employer may offset any amounts received by an employee for a particular week against the salary due for that particular week.
Public employers. Public employers are encouraged to pay their nonexempt employees serving on jury duty as well as not to deduct any jury fees.
Although state law does not require employers to pay employees for absences caused by jury duty or court appearances, salaried administrative, professional, and executive personnel who are absent for less than 1 week for jury duty or a court appearance should be paid for their time in order to preserve their exemption from federal overtime laws and regulations of the Fair Labor Standards Act (FLSA) (29 CFR 541.602).
However, the FLSA does not require an employer to pay an exempt employee who performs no work in 1 or more ...

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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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