Jury duty. State law prohibits employers from discharging or taking any adverse employment action against an employee without cause because the employee is called to serve or is presently serving jury duty (LA Rev. Stat. Sec. 23:965).
Employers also are prohibited from making any rule or policy providing for the discharge of any employee who has been called to serve on, or who is presently serving on, a grand jury or on any jury in a criminal or civil trial.
An employee must notify his or her employer within a reasonable period of time after receipt of a summons and before his or her appearance for jury duty.
Any employer that discharges an employee because the employee is called to serve or is presently serving on jury duty will be required to reinstate the employee at the same position, wage, salary, benefits, and other conditions of employment. The employer will also be fined for each offense.
A Louisiana employer is not prevented from discharging an employee for legitimate reasons that are unrelated to his or her jury service (Rogers v. Bromac Title Services, LLC, Case No. 13-31097 (5th Cir., 6/18/14)).
Labor investigations—job protection. Louisiana prohibits an employer from taking adverse job action against an employee who testifies or provides information to investigators relative to the enforcement of any of the state's labor laws.
Violators face civil fines, attorneys' fees, criminal fines, and imprisonment (LA Rev. Stat. Sec. 23:964).