Employers must be prepared to pay for additional training
Job-related training sounds like a great idea for both employers and employees. If staff members are better prepared with the skills they need to succeed, they can do their jobs more efficiently and confidently, which means supervisors can spend more of their time on important tasks rather than providing instructions or correcting improperly performed tasks.
Moreover, training might improve employee satisfaction if staff members feel their firms are investing in them and providing them with opportunities for advancement. That being said, training isn't always free for employers, as they must compensate workers for educational programs just as they would for regular time and attendance.
A recent California Employer Daily article addresses this requirement, and explains that unless the circumstances are just right, individuals must be paid for training programs. If a receptionist is given speed-reading classes, he or she must receive wages for time spent participating in lessons. On the other hand, a receptionist who takes accounting classes on his or her own free time may not necessarily be owed compensation for those hours, the source adds.
According to the Fair Labor Standards Act (FLSA), there are four criteria that are used to determine whether wages are not owed. Only if the following measures are all met is an employer free from having to pay:
1. If the training takes place during regular hours
2. If the participation is voluntary
3. If programs are outside of normal business hours
4. If the training is not job related
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