The typical employer answer is “employees must be paid for all hours they work.”
- Good news – That answer is right!
- Bad news – That answer is very incomplete!
Here’s why that answer is very incomplete. It needs to address how employees are to be paid under the following situations, which are very much determined by the specifics:
1. Waiting Time
- Under what circumstances is an employee who is not performing work in the normal sense but is waiting to perform work required to be paid?
2. On-Call Time
- Is the employee required to remain on call on the employer’s premises is working while on call?
- Is the employee free to be wherever she/he desires, but is required to be reachable while on call?
3. Rest and Meal Periods
- Is a rest period considered to be work time?
- Under what circumstances is a meal period paid time?
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- Do you know the four criteria that determine when these are paid or unpaid time?
5. Travel Time
- Does your company know under what circumstances travel time must be treated as paid time?
Your company needs to know the answers to these questions!
➡ If you do not, you’re most likely either paying employees too much or too little – either way, you lose.
RECOMMENDED EMPLOYER ACTION
- Review how you are currently handling all of these circumstances.
- Ensure what you are doing aligns with what you are required to do.
- You are free to be generous by paying employees for circumstances than you are not required to.
- You MAY NOT fail to be employees for circumstances for which pay is required.
- Have pay/payroll policies & processes in writing that clearly spell out under what circumstances hours can as work time for which employees will be paid.
HOW TRINITY CAN HELP?
If your organization needs assistance on this often complex & confusing subject, Trinity’s Consultants can help you at a very competitive fee.
- For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.
You have HR questions…Trinity has answers!