Some states require that employers pay employees for jury-duty service. In the states with the requirement, the number of days to be paid varies by state. Also, some states do not allow employers to discharge employees from employment if they participate in long trials. The employer does not have to pay the employee for the duration of the trial if the time exceeds the state requirement.
Fees paid to jurors by the court are minimal, and it is up to the employee whether or not they act as a juror in lieu of earning their usual wages. Juror fees are usually not paid on the day of jury selection. When fees are paid, the company may deduct the fee from the wages paid to the employee if it is written in the jury-duty policy that the employer will do so.
If an employee who works nights is summoned to jury duty, they should be excused from work that evening, just as a daytime employee would be during the day. To expect an employee to report to jury duty for the day and then work at night is unreasonable. An employee who works nights should not be denied jury-duty pay benefits. Their workday is the time spent at the courthouse.
To receive pay for days spent on jury duty, employees should bring in proof from the courthouse that they appeared. All jurors, whether or not they work, should be given proof of attendance when they are excused.
Your company should have a written jury-duty policy that explains whether or not employees are paid to serve and for how long. As a service to the community, many companies pay employees their usual wages while on jury-duty service, even if it is not required by the state.