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California Employment Law Glossary

Retaliation for Jury Duty
Legal Process & Claims

 

Definition


 

California Labor Code Section 230 prohibits employers from threatening, discharging, or otherwise retaliating against employees who take time off for jury duty or to appear as a witness in any judicial proceeding in which they are legally required to appear. Employers cannot require employees to use vacation or paid time off to cover mandatory jury service. Violations expose the employer to reinstatement, back pay, and civil penalties.


Frequently Asked Questions

No. Firing or otherwise retaliating against you for serving on jury duty violates California Labor Code Section 230.

No. Your employer cannot require you to use vacation or other paid time off to cover mandatory jury service.

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Your civic duty is protected by California law. If your employer retaliated against you for jury service, contact us for a free case review.
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This glossary is provided for informational purposes only and does not constitute legal advice. Reading this page does not create an attorney-client relationship with Lawyers for Employee and Consumer Rights. Laws change - for advice specific to your situation, contact our office for a free case review.