Common use of Jury Service/Witness Leave Clause in Contracts

Jury Service/Witness Leave. 17.1 Leave for jury service may be taken on ordinary pay on the days that the employee would normally work provided that: - the employee will advise the employer of a request to participate in jury service at the earliest opportunity - this does not affect the day-to-day operations of the hospice - the employee returns to work immediately on any day the employee is not actually required to attend at Court - the employee pays the fees received to the employer but may retain any expenses paid.

Jury Service/Witness Leave. 17.1 Leave for jury service may be taken on ordinary pay on the days that the employee would normally work provided that: - the employee will advise the employer of a request to participate in jury service at the earliest opportunity - this does not affect the day-to-day operations of the hospice - the employee returns to work immediately on any day the employee is not actually required to attend at Court - the employee pays the fees received to the employer but may retain any expenses paid.

Jury Service/Witness Leave. 17.1 19.1 Leave for jury service may be taken on ordinary pay on the days that the employee would normally work provided that: - • the employee will advise the employer of a request to participate in jury service at the earliest opportunity - • this does not affect the day-to-day operations of the hospice - • the employee returns to work immediately on any day the employee is not actually required to attend at Court - • the employee pays the fees received to the employer but may retain any expenses paid.

Jury Service/Witness Leave. 17.1 23.1 Leave for jury service may be taken on ordinary pay on the days that the employee would normally work provided that: - the employee will advise the employer of a request to participate in jury service at the earliest opportunity including providing the written jury request letter - this does not doesn’t affect the day-to-day operations of the hospice hospice. - the employee returns to work immediately on any day the employee is not actually required to attend at Court Court. - the employee pays the fees received to the employer but may retain any expenses paid.