Jury Duty versus Your Regular Job
Each prospective juror should notify his/her employer immediately upon receipt of his or her jury summons. Section 230(a) of the California Labor Code states:
(a) No employer shall discharge or in any manner discriminate against an employee for taking time off to serve as required by law on an inquest of jury or trial jury, if such employee, prior to taking such time off, gives reasonable notice to the employer that he is required to serve.
(b) No employer shall discharge or in any manner discriminate against an employee from taking time off to appear in court as a witness as required by law, if such employee, prior to taking such time off, gives reasonable notice to the employer that he is required to appear in court.
(c) Any employee who is discharged, threatened with discharge, demoted, suspended, or in any other manner discriminated against in the terms and conditions of such employment by his employer because such employee has taken time off to serve on an inquest or trial jury or to appear in court as a witness shall be entitled to reinstatement and reimbursement for lost wages and work benefits caused by such acts of the employer. Any employer who willfully refuses to rehire, promote, or otherwise restore an employee or former employee, who has been determined to be eligible for such rehiring or promotion by a grievance procedure, arbitration, or hearing authorized by law, is guilty of a misdemeanor.