The law states in part:
An employee is entitled to without loss of, or reduction in pay, leave to which s/he is otherwise entitled, credit for time or service, or performance or efficiency rating, during a period of absence with respect to which s/he is summoned by a court or authority responsible for the conduct of a judicial proceeding, to serve
(1) as a juror; or
(2) as a witness (except as provided by (b), below), on behalf of any party in connection with any judicial proceeding to which the United States, the District of Columbia, or a State or local government is a party; in the District of Columbia, a State, territory, or possession of the United States including the Commonwealth of Puerto Rico or the Trust Territory of the Pacific Islands. For this purpose, "judicial proceeding" means any action, suit, or other judicial proceeding, including any condemnation, preliminary, informational, or other proceeding of a judicial nature, but does not include an administrative proceeding.
(b) An employee is performing official duty during the period with respect to which he/she is summoned, or assigned by his/her agency, to:
(1) testify or produce official records on behalf of the United States or the District of Columbia; or
(2) testify in his/her official capacity or produce official records on behalf of a party other than the United States or the District of Columbia.
It is Army policy not to request that employees be excused from jury duty on the basis of their employment except in cases of extreme necessity.
Court leave can only be granted for those days and hours the employee would otherwise be in a pay status. Employees are to return to work if excused by the court, unless the supervisor determines the employee's return would be impractical. If excused early from jury duty, the employee should contact the supervisor for a determination on their work status for the remainder of the work day. Failure to do so could result in a charge to absence without leave (AWOL), annual leave, or leave-without-pay, for the excess time involved.
When an employee is called for jury duty or witness duty, the court order, subpoena, summons, or official request should be provided to the supervisor. When the employee returns to duty, s/he should provide official written evidence of attendance in court showing the dates and hours to support the appropriate recording on the employee's Time and Attendance Sheet.
Court suits between private individuals or companies in which the United States or a state or local government is not involved do not entitle employees to court leave.