Who Actually Employs You?
The biggest point of confusion for temporary workers is figuring out who is actually responsible for them. Legally speaking, your employer is the staffing or temp agency that cuts your check, not the company whose office you sit in every day.
This means if you live in a state that forces employers to pay for jury duty, the temp agency is the one on the hook to pay you, not the client company.
The Loopholes You Need to Watch Out For
Here's the harsh truth: temp and seasonal workers frequently fall through the cracks of state labor laws. Many states have specific clauses that say an employer only has to pay for jury duty if the employee works full-time, or has been employed for at least 90 days.
If you are a seasonal worker on a 6-week contract, you might not qualify for those state protections. Even worse, while it's illegal to fire someone for going to jury duty, client companies can simply tell the temp agency they 'no longer require your services' without giving a reason, making retaliation very hard to prove.
What Should You Do?
If missing a week of your short seasonal gig will crush your finances, you should absolutely request a postponement. Most courts allow you to push your service back by up to 6 months no questions asked. Postpone it until your seasonal contract is over.