Corresponding policy: PPSM 2.210

I. Jury Duty

UCLA encourages employees to fulfill their civic, court-related obligations in accordance with University policy.

This procedure implements the UC PPSM-2.210 policy on Jury Duty, and applies to employees in the Professional & Support Staff (PSS) personnel program, Management & Senior Professional (MSP) program, and Senior Management Group (SMG).

1. Pay During Jury Service
   1. Exempt Employees 
      Exempt employees will continue to receive their University salary during required jury duty. However, exempt employees are expected to do what they reasonably can to maintain continuity of departmental operations while serving on jury duty (e.g., keeping in contact with supervisor, working evenings and weekends as needed).
   2. Non-Exempt Employees
      Non-exempt career employees will receive pay for actual time spent on required jury duty and related travel time, not to exceed the pay for the employee’s normal work schedule. Supervisors should attempt to redistribute workloads so that non-exempt employees are not asked to work additional hours after serving a full day of jury duty, except in urgent situations. If a non-exempt employee is asked to work additional hours after serving on jury duty, the employee will receive pay for hours worked, including overtime when required by law.
   3. Holidays
      An employee who serves on required jury duty on a University holiday is eligible for holiday pay, but does not receive an alternate day off.
2. Voluntary Jury Service
   Employees who are eligible to receive pay during jury duty will do so only when summoned to required service. An employee who wishes to take time off from work to volunteer for jury or grand jury service, or other such civic activities, may request to use accrued vacation, PTO (if applicable), compensatory time off (CTO), and/or take unpaid personal leave.
3. Documentation of Jury Service
   An employee summoned to required jury duty should provide a copy of the jury summons to their department in advance of their initial reporting date. Upon completion of jury service, the employee should provide to their department documentation from the court showing time served.
4. Reporting to Work Following Jury Duty
   Employees are required to report back to work as soon as possible after being released from jury duty, unless there are less than two (2) hours remaining in their scheduled workday – in which case, they should report to work on their next scheduled workday. Failure to report back to work in a timely manner may be considered an unexcused absence.

II. Personal Leave

A career employee may request, and the Organization Head or designee may grant the employee, a personal leave with or without pay for up to six months. In granting the leave, the best interests of the University, as well as the interests of the employee, shall be considered.

Personal leaves may be granted for reasons such as extended illness, need to provide care for family members, or education and professional development which will directly increase job effectiveness.

In special situations, a personal leave for temporary employment outside the University may be approved provided that the outside work is in the interest of public service and/or will be beneficial to the University upon the employee's return.

1. Extension of Personal Leave
   Following consultation with CHR's Employee Relations Consultant, the Organization Head or designee may approve an extension of a personal leave for a total leave of not more than twelve months.
2. Reinstatement
   An employee who has been granted a personal leave shall be reinstated to the same position or, at the department's discretion, a similar position in the same department provided that the employee returns to work immediately following termination of the leave.
    

III. Leave for Blood Donation

1. Leave with Pay to Donate
   1. Employees are allowed leave with pay, up to a maximum of two (2) hours, to make a whole blood or double red cell apheresis donation during regularly scheduled hours of work.
   2. Employees donating through the Apheresis process (platelet or plasma) are allowed up to four (4) hours to make such a donation during regularly scheduled hours of work.
2. Paid Administrative Leave for Personal Use
   1. Employees will receive paid administrative leave for personal use based on the type of donation as outlined below:
      1. Whole Blood Donation: 4 hours of paid administrative leave every 8 week (56 day) period.
      2. Double Red Cell Apheresis Donation: 8 hours of paid administrative leave every 16-week (112 day) period.
      3. Platelet Apheresis Donation: 4 hours of paid administrative leave every 8 week (56 day) period.
      4. Plasma Apheresis Donation: 4 hours of paid administrative leave every  8 week (56 day) period
   2. The maximum paid administrative leave time that an employee can accrue in a 12 month period is 24 hours.
   3. Blood donation paid administrative leave must be used within 12 months of date of donation, otherwise time is lost.
   4. For all types of blood donations, the UCLA Blood and Platelet Center will issue a "Certificate of Donation" to the employee upon request, which identifies the type of donation (i.e. whole blood, double red cell apheresis, platelet apheresis or plasma apheresis). This "certificate" authorizes the employee's department to permit the employee to take the designated hours of paid administrative leave at a mutually acceptable time. Exempt employees use of administrative leave earned is recorded in one-day increments or in increments not less than that portion of a day during which an employee on less than full-time pay status is normally scheduled to work. For example, a full-time exempt employee would need two "4-hour certificates" or one "8-hour certificate" if he or she works an 8 hour day.
   5. Department timekeepers should keep a record of all blood donations and administrative leave taken, and make such records available to employees.
   6. If the employee terminates employment or transfers to another department with administrative leave acquired through blood donations on record, such time is not transferable or payable to that employee.