Jury duty and subpeonas

Adopted by Spokane Public Library Board of Trustees on November 21, 1994; Revised June 19, 2012; Revised February 21, 2017.

1. GENERAL

This policy is divided into the following sections:

SECTION 1 – GENERAL

SECTION 2 – STATEMENT OF POLICY

SECTION 3 – STATUS AND OBLIGATIONS WHEN CALLED FOR JURY DUTY

SECTION 4 – STATUS AND OBLIGATIONS WHEN RESPONDING TO SUBPOENAS

2. STATEMENT OF POLICY

 It is the policy of the Spokane Public Library to encourage its employees to cooperate in the judicial process by serving on juries when called and complying with all subpoenas. Employees who are called as jurors and employees who respond to subpoenas that are job related will not suffer any loss of pay, seniority, or benefits.

3. STATUS AND OBLIGATIONS WHEN CALLED FOR JURY DUTY

• An employee summoned for jury duty will immediately provide their supervisor with a copy of the summons.
• FLSA Non-Exempt Employees:
  • An employee who works day shift, reports for jury duty and is subsequently excused prior to the end of their regular shift will normally be expected to work the remainder of their shift. An exception may be made when the employee is excused toward the end of the work day. In that case the employee should contact their supervisor for instructions.
  • An employee who works swing shift will be excused from work if jury duty of four or more hours was performed that If the employee performed under four hours of jury duty, that employee will be expected to work the difference between the number of regular hours scheduled for that day and the number of hours actually served on jury duty.
  • An employee who works graveyard shift will be excused from work for the night shift preceding any day that there is a likelihood of performing jury duty.
• FLSA Exempt Employees:
  • An employee who reports for jury duty and is subsequently excused prior to the end of their regular work shift should check in with their supervisor to determine whether they are needed for the remainder of the day. It may be required, or the employee may choose to work more than their customary work hours when combining jury duty with work responsibilities.

• Employees will receive their regular pay while serving on jury Employees will submit proof of days and hours of service whenever jury duty release time is claimed. Any stipend or fee received in connection with serving as a juror may be retained by the employee.

4. STATUS AND OBLIGATIONS WHEN RESPONDING TO SUBPOENAS

• Employees who are parties or witnesses involved in litigation should immediately notify their supervisor whenever it appears that they are or may be called to testify.
• Job Related Subpoenas:
  • Job related testimony includes information obtained in the course of employment or related to the employee’s job functions, or where the Library or the City is involved as an actual or potential party to a lawsuit. Employees complying with job related subpoenas shall be considered to be on duty while engaged in activities relevant to such subpoena.
  • Should out of town travel be necessary in order to provide testimony, the Library will cover travel expenses in compliance with Board adopted policy regarding travel.
  • Testimony given should be confined to the employee’s personal knowledge– what the employee knows and can accurately remember from personal observations and experience. Employees should not offer opinions on policies, although they may testify as to standard practices within the scope of their personal knowledge and job functions. Employees should refrain from offering opinions about whether a thing is correct or incorrect, proper or Employees should also refrain from responding to inquiries from attorneys, investigators, and insurance companies until after consulting with their manager, the Library Executive Director, and/or the City’s Legal Department.

• Subpoenas that are Not Job Related:
  • Employees complying with subpoenas that are not job related may use vacation time, floating holidays, compensatory time, or leave without pay while away from the job. The Library will not be liable for expenses incurred by the employee in connection with providing such testimony.