海角社区 | Office of Human Resources

Office of Human Resources
Overview
General Information+
- Why Lewis
- Our Commitment to Environmental Consciousness
- Our Culture
Employment+
- Application FAQ
- Relocation
- Relocation & Moving Expenses
Policies-
- Background Check Policy
- Bereavement Leave
- Contagious Diseases
- Discriminatory Harassment
- Drug Free Workplace
- Cannabis Law Update
- Family/Medical Leave of Absence
- Fraud
- Jury and Witness Duty
- Outside Employment
- Paid Time Off (PTO)
- No Smoking
- Short Term Disability Bank (STDB)
- Tuition Benefits
- Tuition Exchange Programs
- Workplace Safety
Benefits
LU Cares
Health and Safety+
- Employee Assistance Program (EAP)
- Employee's Report of Injury
- Workplace Safety
- Worker's Compensation Policy
Training+
- Available Online Training Modules
- Request for Training
Diversity at Lewis+
- International Student Services
- Multicultural Student Services
- Sanctified Zone
- Study Abroad
- Diversity & Inclusion
Emergency Procedures
Report Bias, Discrimination or Harassment
Testimonials
Contact Us

Commitment to Equal Employment Opportunity

Lewis University is an equal opportunity employer. Decisions regarding hiring, promotion, termination, transfer, leaves of absence, compensation, training, discipline, and all other decisions regarding the terms and conditions of employment will be made without regard to race, color, gender identity, religion, sex, pregnancy, sexual orientation, age, marital status, national origin, veteran status, genetic information, disability, or any other basis prohibited by applicable federal, state or local laws which is unrelated to the ability to perform the job or which can be reasonably accommodated.

Provide Feedback
Share a Compliment or Concern

Jury and Witness Duty

Policy #3.2060
Effective: 7/1/85

A regular full time and regular part time employee who (a) is summoned to and accepts jury duty; or (b) is subpoenaed as a witness is eligible for a leave of absence for such duty. This benefit does not apply to involvement as a principal in a lawsuit.

The University will pay the employee the difference between the employee's regular compensation and any remuneration (excluding travel, parking, meals, and lodging reimbursements) received for such duty, provided the employee is unable to work any of his/her regular hours during such duty, and provided the procedure detailed below is followed:

A Jury/Witness Duty Leave Request (Exhibit 16) is to be completed by the employee, signed by the unit head, and returned to the Office of Human Resources with a copy of the summons/subpoena prior to reporting for jury/witness duty.

Within fifteen working days of returning to work, the employee shall remit to the University an amount equal to the fee paid for such duty. Failure to do so will result in a payroll deduction to cover the remunerative amount.