3: Paid Leave Programs
Administrative leave is a general leave status used for a variety of reasons and may be paid or unpaid leave.
Staff members may be placed on administrative leave, for example, because of possible exposure to a contagious disease in the workplace, because their work area must be closed for repairs, because they are performing jury duty, because of some internal review or investigation, or because of the investigation of an external event such as a criminal arrest.
HR requests that managers consult with an HR staff member to determine if administrative leave is appropriate for the circumstances.
Swarthmore recognizes your civic responsibility to serve on a jury or testify as a witness in a case related to your employment at Swarthmore. In such instances, the College ensures you are compensated while you are away from work.
You will receive your regular Swarthmore paycheck while on approved jury duty. Checks received from the court for jury service should be endorsed to Swarthmore and turned in to the Payroll Office. If you are paid for jury duty on a scheduled day off, you are not required to turn that money in to Swarthmore.
Several counties have begun Juror Donation Programs. These programs offer jurors the opportunity to donate their jury duty service and travel compensation to a charitable organization. If you are offered this option by the clerk of the court, please inform the clerk that you work for a non-profit organization and that the donation is not an option for you or your employer.
If you are called as a juror or witness, you should let your supervisor know immediately. In some cases it may be possible to request the court to reschedule jury service if it creates a severe operating burden on your department. Subpoenaed testimony in a civil or criminal case in which you are not a litigant, will be paid at your normal rate of pay up to a maximum of three days per 12 month period. This leave will not be counted towards the calculation of overtime. If you are testifying in a court case unrelated to Swarthmore, in which you are a litigant, you may be given time off from work but you will not be compensated for the missed time unless you use accrued vacation or holiday time.
If your jury obligation is less than three hours in a day, you should report for the rest of your work shift. If you work the night shift and are scheduled to report for jury duty the next morning, you will be excused from, and paid for that shift; if you spend more than three hours in jury duty, you will be excused from your next shift if the shift occurs within 24 hours.