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The Fair Labor Standards Act does not require payment for time not worked. This type of benefit is generally a matter of agreement between an employer and an employee (or the employee’s representative). Employers, however, do need to comply with applicable state laws.
Utah law doesn’t require private employers to pay employees for jury duty.
Utah law requires state employees to be paid for jury duty.
Employees who use annual leave while on jury duty can keep jurors fees; otherwise, jurors fees received must be returned to the State Treasurer.
Utah law allows employees two hours off to vote. Pay deductions are not allowed. This time off for voting doesn’t apply if there are three consecutive nonworking hours to vote. Employee must request leave of absence prior to the day of election and the employer can specify the hours taken off, but must allow requests for time off at the beginning or end of shifts.
Utah law provides that employers may not deprive an employee of employment or threaten or otherwise coerce the employee regarding employment because the employee attends a deposition or hearing in response to a subpoena.
Employers who violate this are guilty of criminal contempt and upon conviction may be fined not more than $500 or imprisoned not more than six months or both. Also, in addition to any other remedy, the employee may bring a civil action in district court for recovery of wages lost as a result of the violation and for an order requiring the reinstatement of the employee. Damages recoverable may not exceed lost wages for six weeks. If the employee prevails, the employee shall be allowed reasonable attorney fees.
Contacts
Jury duty
Salt Lake City District Office
Voting
Salt Lake City District Office
Respond to subpoena
Utah Office of the Attorney General
Regulations
Jury duty
Utah Code Annotated §78B-1-116
Personnel Rules R477-8
Voting
§20A-3-103 Employee's right to time off for election.
Respond to subpoena
Utah Code, Title 78B Judicial Code, Chapter 1 Jury and Wtinesses — Jury and Witness Act, §78B-1-132 Employer not to discharge or threaten employee for responding to subpoena — Criminal penalty — Civil action by employee
Contacts
None.
Statutes/Regulations
None.