If you perform nearly any work at all in a given week you're entitled to your salary, and they can't fire you. They might be able to take away the $15/day stipend from your pay, and there are obvious additional negatives (6 months with limited context and practice of your craft will reduce your performance when you get back too), but that 2-week cap is a lawsuit waiting to happen unless they also forbid you from doing any work while on jury duty.

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ghaff 3 days ago | parent [-]

As I say grand jury duty is often not every day, you can always take your PTO, and there are always nights and weekends. A company can always keep paying your base salary but, as you say, there could be longer term consequences.

And the case upthread is obviously a retail manager being stupid but I also assume there is no obligation to pay hourly employees for hours they don’t work or for tips they didn’t collect.

	▲	hansvm 3 days ago \| parent [-]
		> not every day Yep > can take your PTO You can, but if salaried you usually shouldn't, ignoring any particularly malicious employers and social contracts around the outskirts of the law. > No obligation to pay hourly employees, tips, etc Yeah, if you're not salaried you're screwed. PTO might cover a few days, but if you have a month-long trial and need money for rent then my understanding of the law is that serving as a juror will make you homeless unless the courtroom is willing to extend some compassion for your hardship.