Non-Exempt (Hourly) Employees
If you are non-exempt, you are paid for the hours you work. Under federal law, if you miss work for jury duty, your employer does not have to pay you for those missed hours. You are at the mercy of your state's specific civic leave laws or your company's generosity.
Exempt (Salaried) Employees
If you are classified as exempt, you receive a guaranteed salary. Under FLSA rules, an employer cannot make deductions from an exempt employee's salary for absences caused by jury duty, provided the employee works at least part of that week.
For example: If you serve on a jury Monday through Wednesday, and work at the office Thursday and Friday, your employer must pay your full weekly salary. However, they are legally allowed to deduct the exact amount of the court stipend you received from your paycheck, so you aren't double-dipping.
The Full-Week Exception
There is a catch for exempt workers. If you perform absolutely no work for the entire workweek because of a long trial, the employer is not federally required to pay your salary for that week. Always check if your company has a policy that extends paid leave beyond the federal minimums.