Abstract
This article provides human resources guidance on managing staff called for jury duty. While Michigan law does not require employers to pay for this time, it prohibits any form of punishment or discipline for serving. The author discusses common industry practices, such as paying the difference between jury stipends and normal wages, to avoid causing financial hardship for employees. She recommends that practices establish a clear, consistent policy that includes reasonable time limits for paid leave to balance their civic support with the financial needs of the practice.
Recommended Citation
Schafer, Jodi SPHR, SHRM-SCP
(2026)
"Should I Pay an Employee During Jury Duty?,"
The Journal of the Michigan Dental Association: Vol. 108:
No.
3, Article 14.
Available at:
https://commons.ada.org/journalmichigandentalassociation/vol108/iss3/14
Included in
Business Administration, Management, and Operations Commons, Business Organizations Law Commons
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