If you are interested in obtaining additional information regarding legislation that offers protection to jurors while serving, please note the information below.
Jury Fee Act of 1994: Section 15-718 of the DC Code (Amendment) C.
For jury service of 5 days or less, petit or grand jurors employed full-time in the District of Columbia shall be entitled to their usual compensation less the fee received for jury service.
A person shall not be considered a full-time employee juror on any day of jury service in which that person:
1. Would not have accrued regular wages to be paid by the employer if the employee were not serving as a juror on that day; or
2. Would not have worked more than 1/2 of a shift extending into another day if the employee were not serving as a juror on that day. Employers with 10 or less employees shall not be required to pay a juror employee his or her usual compensation.
Protection of Employment of Jurors:
Subsection 11-1913 of the DC Code a. An employer shall not deprive an employee of employment, threaten, or otherwise coerce an employee with respect to employment because the employee receives a summons, respond to a summons, serves as a juror, or attends Court for prospective jury service.
If an employer fails to pay an employee in violation of subsection (C) of this section, the employee may bring a civil action for recovery of wages or salary lost as a result of the violation. If an employee prevails in an action under this subsection, that employee shall be entitled to reasonable attorney fees fixed by the court.
An employer who violates subsection (a) is guilty of criminal contempt.
Upon a finding of criminal contempt an employer may be fined not more than $300, imprisoned for not more than 30 days, or both, for the first offense, and may be fined not more than $5,000, imprisoned for not more than 180 days, or both, for any subsequent offense. c. If an employer discharges an employee in violation of subsection (a), the employee within 9 months of such discharge may bring a civil action for recovery of wages lost as a result of the violation, for an order of reinstatement of employment, and for damages.
If an employee prevails in an action under this subsection, that employee shall be entitled to reasonable attorney fees fixed by the court.