Relating to reconstitution of the petit jury wheel and grand juror and petit juror qualifications and juror summoning in certain counties.

Contracts

• Collective Bargaining Agreements (CBAs): Review definitions of "jury duty" in union contracts. If jury pay or leave is contractually restricted to "service in the county of residence," this statute overrides that limitation. You must treat these summonses as compulsory service.
• Employee Handbooks: If your handbook explicitly states that jury duty leave is granted only for the county of record/residence, issue an addendum or internal guidance memo to override this policy for rural operations.

Hiring/Training

• HR & Payroll Training: Instruct payroll administrators and site managers in West and South Texas that a mismatch between an employee's home address and the summoning court is no longer automatic grounds for rejection.
• Site Management: Train field supervisors in counties with populations under 1,000 (e.g., Loving, King, Kenedy) that employees may be summoned to neighboring county courts legally.

Reporting & Record-Keeping

• Summons Validation: Continue to require the physical jury summons for the employee file.
• Attendance Proof: Ensure the court clerk's proof of service matches the dates of absence. The documentation will look standard, but the county header may differ from the employee's address.

Fees & Costs

• Payroll Impact: No new government fees. However, employers offering paid jury leave may see a slight uptake in utilization in rural hubs due to the expanded pool of eligible jurors.