Well, it's not so much that the 10-day rule says that the employer.... The legislation in Victoria, in subsection 52(2), says:
Despite any inconsistent term in a contract of employment, an employee who has been summoned for jury service and who has attended court, whether or not he or she has actually served on a jury, is entitled to be reimbursed by his or her employer an amount equal to the difference between the amount of remuneration paid under section 51 and the amount that he or she could reasonably expect to have received from the employer as earnings for that period had he or she not been performing jury service.
It's silent on how long that period is, whereas the federal legislation says the obligation to the employer ends at 10 days, but then the federal legislation says that if you can get a better deal under state legislation, you can.
I can only say that in New South Wales, their stated obligation for the employer is not open to interpretation, to allow the 11th day to be the employer's obligation. I don't know if I've answered that succinctly, but each state has varying ways of compensating jurors.