Jury duty—job protection. An employer may not discharge, threaten to discharge, intimidate, coerce, or otherwise penalize an employee because the employee serves or is scheduled to serve as a juror on a grand jury, trial jury, or jury of inquest.
An employer that violates this section is guilty of a class A violation and may be ordered to pay lost wages and reinstate a discharged employee (OR Rev. Stat. Sec. 10.090 (1), Sec. 10.992).
Jury duty—leave. An employer may not require that an employee use vacation leave, sick leave, or annual leave for jury duty. The employee is entitled to unpaid time off for jury duty (ORS Rev. Stat. Sec. 10.090, 659 A.885).
Jury duty—benefits. It is an unlawful employment practice for an employer of 10 or more persons to cease to provide health, disability, life, or other insurance during a period when an employee is serving on jury duty (ORS Rev. Stat. Sec. 10.090, 659 A.885).
Jury duty—reasons to be excused. Active military personnel, persons over age 70, sole caregivers for a dependent who cannot afford or make other care arrangements, and women who are currently breastfeeding a child may request to be excused from jury duty by writing to the judge or clerk of the court as indicated on the summons (OR Rev. Stat. Sec. 10.090, Sec. 10.050).
Persons who cannot comply with a summons for other reasons must be excused by the court or they can be held in contempt. The judge or court clerk will weigh individual circumstances in deciding whether a person can be excused from jury duty or have his or her service delayed.
Crime victims. An employer with 6 or more employees who work during each of 20 or more calendar workweeks in the year may not deny leave to an eligible employee or ...