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Registration Number: {{org_field_registration_no}}

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Staff Jury Service Policy

1. Purpose

The purpose of this policy is to outline the procedures and guidelines for managing staff who are called to serve on a jury. {{org_field_name}} is committed to supporting employees in fulfilling their civic duty while ensuring minimal disruption to the quality of care provided to our service users. This policy ensures compliance with employment law, CIW regulations, and best practices in workforce management.

2. Scope

This policy applies to all staff employed by {{org_field_name}}, including full-time, part-time, and contracted workers. It governs procedures relating to:

• Notification of jury service
• Pay entitlements
• Requesting deferral or exemption
• Returning to work after jury service
• Managing staffing levels during employee absence

3. Legal and Regulatory Compliance

This policy complies with:

• The Juries Act 1974, which sets out the legal obligations of jury service.
• The Employment Rights Act 1996, ensuring employees are not penalised for attending jury service.
• The Regulation and Inspection of Social Care (Wales) Act 2016, which requires care homes to maintain appropriate staffing levels at all times.
• CIW Workforce and Staffing Regulations, ensuring that staff absence does not compromise service user safety.

4. Notification and Procedure for Jury Summons

• Staff must inform their line manager and HR department immediately upon receiving a jury summons. A copy of the summons should be provided.
• HR will review the summons and discuss the impact of the absence with the staff member’s line manager to ensure operational continuity.
• Staff should provide an estimated duration of jury service (standard cases last up to two weeks, but some may be longer).

5. Requesting Deferral or Exemption from Jury Service

In cases where jury service may cause significant disruption to the care home, staff may apply for a deferral or exemption. Acceptable reasons include:

• Critical staffing shortages in the care home.
• Key responsibilities that directly impact service users (e.g., registered nurses, duty managers).
• Personal circumstances such as illness, planned surgery, or bereavement.

Process for Requesting Deferral or Exemption

• HR will support the employee in applying for deferral or exemption, providing a formal letter explaining the operational impact.
• The request must be sent to the Jury Central Summoning Bureau before the stated deadline.
• If deferral is granted, the employee will be required to complete jury service at a later date.

6. Pay and Financial Considerations

• Employees attending jury service will not suffer financial loss.
• Staff may claim a loss of earnings allowance from the court, which {{org_field_name}} will assist in processing.
• Full-time and permanent staff will continue to receive their normal salary for the first two weeks of jury service.
• If jury service extends beyond two weeks, a review will be conducted regarding further payment arrangements.
• If an employee receives jury service compensation, this must be declared to HR.

7. Returning to Work

• Employees must return to work immediately if their jury service is completed early or if they are not required for a particular day.
• If a trial is adjourned, staff are expected to attend work unless required in court.
• Staff should provide evidence of attendance at jury service (e.g., official documentation from the court).

8. Managing Staffing Levels

To ensure that jury service does not compromise service user care:

• HR and management will identify suitable cover from existing staff or agency workers.
• Staff schedules will be adjusted accordingly to maintain compliance with CIW staffing regulations.
• The care home will ensure that critical roles remain covered and that staffing remains at safe levels.

9. Employee Rights and Responsibilities

• Employees have a legal right to attend jury service without penalty or dismissal.
• Staff must act responsibly by providing timely notifications and documentation.
• If staff fail to report for work when excused from jury duty, it may result in disciplinary action.

10. Related Policies

This policy should be read in conjunction with:

• Staff Leave and Absence Policy (CHW33)
• Staff Conduct and Code of Ethics Policy (CHW28)
• Good Governance Policy (CHW04)
• Recruitment, Selection, and Retention Policy (CHW26)
• Confidentiality and Data Protection Policy (CHW34)

11. Policy Review

This policy will be reviewed annually or sooner if legislative changes or operational needs require amendments. Updates will be communicated to all staff.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.