b'Common Situations: Youlostyourspot:SteveisadecentemployeeatBobs Perception is reality: Bob is a salesman who has been withAccount Temps. He is called for jury duty and gets stuck on his company for five years. Over the past year his sales havethe J.O. Simpson murder trial that goes on and on for months. decreased and he has been counseled several times, given twoIn the interim, Bobs is forced to hire a temporary worker to written warnings, and encouraged to increase his sales. Bobcover Steves work. The temporary employee turns out to be gets called for jury duty and is out of work for two weeks. Whenexceptional and Bob (the owner in case you didnt guess) hires he returns, his employer, without a written reprimand, fires him,thetemptoreplaceStevepermanently.Doestheglovefit citing his low sales and lack of improvement. Although thereBob? Unfortunately. Finding a better player does not warrant may have been good reason for firing Bob before he left forletting the employee go. That said, if Steve finishes jury duty and jury duty, firing him so close to his absence may land you in hotfails to call or return to work because he is working the interview water. An employee who serves jury duty is entitled to return tocircuit and writing a book about his experience, Bob may be in the same position as when he left. It would be better to wait tothe clear. It is unfair that the employer does not have a right to avoid the perception of impropriety and give Bob a claim thatknow the employees intent, but the law allows the employee to probably is unwarranted. count on the employer keeping his job open.What Should I Do:Supervisorgoneawry:JennaisoneofHappyDalesmostGood:Encourageyouremployeestofulfilltheircivic valuedemployees.Shewassummonedforjurydutyandresponsibilities and ensure that the employee is allowed to take promptlynotifiedhersupervisorofthedatesshewouldbetime off for service and allowed to return to the same job and the required to be out of the office. In the weeks leading up to hersame responsibilities, benefits, etc. Counsel supervisors about service, her supervisor constantly makes negative comments tothe law and let them know that it is illegal to intimidate or coerce her about how she should lie and tell the court she is a racist toan employee not to serve on a jury.get out of jury duty. Jenna is then picked for a jury and is absent for three days. When she notifies her supervisor, he is furiousBetter: Create a written policy that clearly spells out what will and tells her that she has been assigned an important projecthappen when an employee is called for jury service. Cover that needs her immediate attention. When Jenna returns fromwhen an employee is expected to work if not at jury duty, when jury service, her supervisor fires her for failure to complete thethe employee needs to notify you of jury service, the time you project on time. Even if Happy Dales owners are totally ignorant,will pay for an employee to be out, if any, how to deal with Court they can be liable. Supervisors and other employees shouldissued compensation, and whether use of paid time off will be be counseled that jury duty is job-protected leave. Employersrequired.will face penalties for any intimidation, coercion, or negative employment actions based on an employees jury service. Best: Good and Better get it done for this section.76'