28 U.S.C. § 1875 — Protection of jurors’ employment

(a) An employer may not fire, threaten to fire, intimidate, or pressure a permanent employee because of the employee’s jury service, attendance, or scheduled attendance connected with jury service in any United States court.

(b) An employer that violates this section: (1) is liable for damages for wages or other benefits the employee lost because of the violation; (2) may be ordered to stop further violations and to provide other suitable relief, including reinstating an employee fired because of jury service; and (3) is subject to a civil penalty of up to $5,000 for each violation involving each employee, and may be ordered to perform community service.

(c) An individual reinstated under this section is treated as having been on furlough or leave during jury service. The individual must return to the job without losing seniority and may participate in the employer’s insurance and other benefits under the employer’s established rules and practices for employees on furlough or leave that were in effect when the individual began jury service.

(d) (1) An individual who claims an employer violated this section may apply to the district court^* for the district^* where the employer has a place of business. If the court finds the claim probably has merit, it must appoint a lawyer to represent the individual in any district-court action needed to resolve the claim. The lawyer’s pay and necessary expenses are covered to the extent section 3006A of title 18 provides. (2) In an action or proceeding under this section, the court may award a winning employee who used a retained lawyer a reasonable attorney fee as part of the costs. If the court paid the lawyer’s fees and expenses under paragraph (1), the court may charge the employer those amounts as costs payable to the court. The court may award a winning employer a reasonable attorney fee as part of the costs only if it finds the action was frivolous, vexatious, or brought in bad faith.