My guess is the reason most do is because of this: https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/how-should-i-pay-exempt-employees-for-ju

My guess is the reason most do is because of this: https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/how-should-i-pay-exempt-employees-for-jury-duty.aspx https://www.shrm.org/resourcesandtools/tools-and-samples/hr-... > When an exempt employee reports for a full workweek of jury duty and does no work for his or her organization, the employer is not required to pay the exempt worker for the week. However, _if the employee does any work for the organization, including checking and responding to work messages/emails, the employee is considered to have worked during the workweek and is entitled to a full week of pay._ So basically if you check your email then you are entitled to the full week anyhow. One mess up and an ensuing lawsuit would blow the whole average year's worth of jury duty savings from _not_ paying your juror-ing employees.