Civil leave for jury duty must be granted.  You may ask to see the summons and examine to verify information.

If an employee works a night shift and it is impractical to adjust the working hours of the employee, an agency may petition the court to excuse the employee.

Technical (step-by-step) guide: See the NEATS Timekeeping Module procedure (01.30.10) and NEATS tutorials.

When determining whether to APPROVE or REJECT a leave request or a leave entry on a timesheet, consider the following factors:

• Is the reason stated for the leave an authorized use of civil leave (in statute, regulation or policy)?
• Do the notes (yellow sticky note image link on the timesheet) agree with the hours requested and information entered in the Additional Description: field?
• Will you be violating any regulations or policies by approving or rejecting the leave?

See your agencies policies, procedures or regulations for any agency specific processes (e.g., required hard copy form).  See the NEATS Handbook for applicable payroll code(s).

As necessary, adjust the employee's shifts to not require an employee to work:

• Within 8 hours of his or her appearing for jury duty; and
• If the jury duty lasts 4 hours or more (including travel), between 5:00 p.m. on the day of jury duty and 3:00 a.m. the following morning.

If an employee with a work schedule other than 8:00 a.m. to 5:00 p.m., Monday through Friday requests civil leave due to jury duty, it is recommended that you contact your agency's human resources prior to the week the employee will be using this type of civil leave.

• Nevada Revised Statutes
  • NRS 6.190
• Rules for State Personnel Administration (Nevada Administrative Code 284)
  • NAC 284.582
• Your agency's human resources staff
• Division of Human Resource Management, Consultation & Accountability staff