As an employer, you are obliged to release any employee summoned for jury service.
In terms of the
Jury Amendment Act 2010 an employee is anyone who is employed on a full-time basis or has been a regular casual employee for the past 12 months.
Employers are required to pay employees for the first ten days of jury service under the
Fair Work Act 2009. However, this does not apply to casual employees.
In terms of the
Jury Act 1977 and the
Jury Amendment Act 2010, employers cannot:
force employees to take own leave, such as recreation or sick leave, while doing jury service (This includes the day they go to court for a jury summons)
dismiss, injure or alter their employees position for doing jury service
ask employees to work on any day that they are serving as jurors
ask employees to do additional hours or work to make up for time that they missed as a result of jury service
If you contravene any of these laws, you can be fined $2200 under Section 69 of the Jury Act 1977.
Employers can provide staff members with letters giving reasons why it might be difficult for the business if they have to report for jury service. If the employee is excused from jury service this time, they may be called up again in a few weeks or months.
The allowance paid to jurors is not intended to be a substitute for a salary or wage. Many large firms continue to pay their employees a wage while they are doing jury service.
If you receive a jury summons, you should discuss your organisation's human resources policies, procedures and practices with your employer. This includes payment of your wages if you are selected for jury service.
Many employers are aware that the jury service allowance is not intended to be a substitute for your wages.
employer cannot ask for you to be excused, but they can give you supporting documents if you need to
apply to be excused from jury service.
Fair Work Act 2009, an employer is required to pay full-time or part-time staff for the first ten days of jury service.