Oregon has amended its laws regarding jury duty leave effective January 1, 2012.
New Oregon Jury Duty Provisions Applicable to All Employers
- Employers may not require an employee to use vacation, sick leave or annual leave for time spent by the employee in responding to a summons for jury duty.
- Employers must allow an employee to take jury duty leave without pay for the time spent by the employee in responding to a summons for jury duty.
- An employer who discharges, threatens to discharge, intimidates or coerces an employee because of the employee’s service or scheduled service as a juror commits an unlawful employment practice.
New Oregon Jury Duty Provisions Applicable to Employers with 10 or More Employees
An employer who employs 10 or more persons commits an unlawful employment practice if the employer does not provide health, disability, life or other insurance coverage to an employee during the time the employee serves or is scheduled to serve as a juror after the employee elected to have such coverage continued and complied with the employer’s notice policy.
If the employer is required or elects to pay any part of the costs of providing health, disability, life or other insurance coverage that should have been paid by the employee, the employer may deduct from the employee’s pay the amounts the employer advanced upon the employee’s return to work. The total amount deducted for insurance may not exceed 10% of the employee’s gross pay each pay period.