SPP 704–03: Jury Duty and Material Witness Service Leave

To allow employees to be absent from work for jury duty and material witness service

Arizona Board of Regents Policy Manual - 6-807

Regular classified, service professional, and administrative employees

A supervisor will grant a leave of absence with pay, for a necessary period, to an employee who has been summoned for jury duty. The employee must:

1. immediately notify the supervisor of the summons
2. periodically contact the supervisor if the service is prolonged

   and

3. return to work, if sufficient time remains in the workday, when presence as a juror is not required.

A Request for Leave of Absence form is available.

An employee called upon for service on a jury or as a subpoenaed witness, other than as a plaintiff or defendant, in a judicial or administrative proceeding, shall be granted leave with pay to perform such service unless:

1. the testimony or evidence relates to or arises from the employee’s commercial, business, or other personal matters

   or

2. the testimony or evidence relates to the employee’s own misconduct or unlawful conduct.

An employee who appears in court and provides testimony regarding the personal matters in points (1) and (2) listed above must use accrued vacation leave, compensatory time balance, or take leave without pay.

A Request for Leave of Absence form is available.

A supervisor may request to see the summons or subpoena before granting leave with pay.

Because the university does not withhold pay from eligible employees on approved jury duty or material witness leave, staff will remit their jury duty or material witness fees, less travel reimbursement, to Cashiering Services.

Employees who are employed at less than 100 percent FTE will remit only that comparable portion of their fee, e.g., remit 50 percent of the fee if employed at 50 percent FTE.

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