A private employer may not terminate the employment of a permanent employee because the employee serves as a juror. An employee whose employment is terminated in violation of this section is entitled to return to the same employment that the employee held when summoned for jury service if the employee, as soon as practical after release from jury service, gives the employer actual notice that the employee intends to return. (Texas Civil Practices and Remedies Code, Chapter 122)
Note: An employer is not required to pay an employee while on jury duty.
Class B Misdemeanor:
It is a Class B Misdemeanor for a private employer to terminate the employment of a permanent employee because the employee serves as a juror. Additionally, a court may hold an employer in contempt of court if the employer terminates, threatens to terminate, penalizes, or threatens to penalize an employee because the employee performs jury duty.
A person who is injured because of a violation of Chapter 122 of the Texas Civil Practices and Remedies Code is entitled to reinstatement to his former position and to damages not less than an amount equal to one year’s compensation nor more than an amount equal to five years’ compensation at the rate at which the person was compensated when summoned for jury service.