The twelve men and women who faced the world's media on 14 June to explain why they had acquitted Michael Jackson were at the end of a four-month process.
Like all juries they were ordinary people, selected at random from the local population.
Most of them probably had jobs, and so, employers and colleagues were having to cope without them for all of those four months.
In the UK 450,000 people are summoned as jurors every year, often causing problems for their employers and colleagues.
In the UK, new laws about how employers must treat members of staff who are called for jury service came into effect on 6 April.
Mini Setty, associate in the employment department of law firm Shoosmiths outlined the new laws.
“Under sections 43M and 98B of the Employment Rights Act 1996 an employee has the right not to be subjected to a detriment or to be dismissed because he or she has been summoned to attend for jury service or has been absent from work because of jury service,” Setty said.
Gillian Dowling, an HR consultant at information provider Croner, explaine the exceptions to this rule.
“An employer only has the right to dismiss an employee in connection with jury service if the employee's absence is likely to cause substantial injury to the employer's undertaking, the employer brought those circumstances to the employee's attention, and the employee either unreasonably refused or failed to apply for an excusal or a deferral from jury service.”
People who have been called for jury service can ask for it to be deferred once.
They have to give a good reason for doing so, and jury officers can decide not to grant the request.
A letter from an employer, explaining why the individual is needed at work, can carry some weight. However, the jury service still has to be done within the following 12 months.
It is therefore important for companies to prepare contingency plans for the likelihood that members of staff will be required to serve on a jury.
One frequently contentious area is pay. Although many do, employers are not obliged to pay staff during their jury service.
The courts pay travelling expenses, parking costs, taxi costs, fees paid to carers or child minders, and a small amount of compensation for loss of earnings. The latter usually requires a certificate of loss of earnings from the employer.
Whatever policy a company adopts, it is vital that everyone