69AOther offences relating to employment conditions of jurors

#### 69A Other offences relating to employment conditions of jurors 69A Other offences relating to employment conditions of jurors > > (1) An employer must not require an employee to use any leave to which the employee is entitled for the purpose of complying with a summons to serve as a juror. > > > (2) Subsection (1) does not prevent an employee from requesting to use any leave to which he or she is entitled for the purpose of complying with a summons to serve as a juror, or an employer from granting any such request. > > > (3) An employer must not require an employee— > > > > > (a) to carry out any work on any day on which the employee is serving as a juror, or > > > > > (b) to undertake any additional hours of work to compensate for work time lost by the employee while serving as a juror. > > > (4) Subsection (3) does not prevent an employer from requiring an employee who is empanelled as a juror to carry out work during normal working hours on any day if the jury of which the employee is a member is not required to attend at the relevant court or coronial inquest on that day. > > > (5) In this section— > > > > employee means— > > > > > (a) a full-time employee, or > > > > > (a1) a part-time employee, or > > > > > (b) an employee who, as a regular casual employee (or partly as a regular casual employee and partly as a full-time or part-time employee), has worked with the employer for at least 12 months on an unbroken, regular and systematic basis (including any period of authorised leave or absence). > > > > employer includes a person acting on behalf of the employer. > > > > normal working hours means the period between 9 am and 6 pm on any day that is not a Saturday, Sunday or public holiday. > > Maximum penalty—20 penalty units. > > **s 69A:** Ins 2010 No 55, Sch 1 \[16\]. Am 2024 No 24, Sch 1\[8\].