Jury duty. Employers are prohibited from discharging, coercing, intimidating, or threatening to discharge an employee who misses work because he or she was called for jury duty.
The law protects employees who serve 4 or more hours of jury duty on any given day, including travel time, and prohibits employers from requiring employees to return to work that day.
Employers are likewise prohibited from requiring the employee to use annual, vacation, or sick leave time during the absence. Employers that violate these provisions may be fined (MD Code Courts Art. Secs. 8-501, 8-502).
Employers may not require employees serving a half day or more of jury duty to report back to work at the conclusion of their jury service for the day on or after 5 p.m. on the day of jury service or before 3 a.m. on the day following jury service.
If an employee wants to return to work, there is no prohibition against it.
Employers cannot make a pay deduction for absences of a salaried exempt employee who is called for jury duty or serves as a witness in a trial.
However, they may offset any compensation the exempt employee receives as jury or witness fees against the salary he or she is owed for that particular week. An employer that fails to comply with the law can face a fine per violation.
Court appearance. An employer may not discharge or otherwise discriminate against an employee who is subpoenaed and takes time off to appear as a witness in any criminal or civil proceeding, including discovery proceedings (MD Code Courts Art. Sec. 9-205(A)).
Likewise, an employer may not discharge an employee who appears in criminal court as a victim or a victim's representative (MD Code Criminal Procedure Art. Sec. 11-302) (MD Code Courts Art. ...