Top 3 time issues involving non-exempt employees
Wage and hour claims surpass all other types of employment lawsuits, according to JD Supra. To avoid employee attendance disputes, employers can check their payroll practices against the top three time issues involving non-exempt (hourly) employees, as listed by the source.
1. Waiting time. The Fair Labor Standards Act (FLSA) requires employers to pay hourly employees for any time they have to wait between assignments. For example, they must compensate a receptionist for the time in which he or she is waiting for another task even if he/she is not doing work during that time and is instead reading a book or checking personal emails.
2. Training programs. Most employers may not know they are required to pay employees for time spent completing training programs unless the event takes place outside of the employee's regular working hours, attendance is voluntary, the course/lecture/meeting does not directly relate to the employee's job and the employee does not perform any productive work during the elapsed time.
3. Off-the-clock time. Employees must be compensated for all hours worked in a week which may include time spent completing tasks outside of the worker's regular workday, including time before or after a shift.
Employers should perform regular audits and stay on top of changes in state and federal labor laws to ensure they are in compliance.
1. Waiting time. The Fair Labor Standards Act (FLSA) requires employers to pay hourly employees for any time they have to wait between assignments. For example, they must compensate a receptionist for the time in which he or she is waiting for another task even if he/she is not doing work during that time and is instead reading a book or checking personal emails.
2. Training programs. Most employers may not know they are required to pay employees for time spent completing training programs unless the event takes place outside of the employee's regular working hours, attendance is voluntary, the course/lecture/meeting does not directly relate to the employee's job and the employee does not perform any productive work during the elapsed time.
3. Off-the-clock time. Employees must be compensated for all hours worked in a week which may include time spent completing tasks outside of the worker's regular workday, including time before or after a shift.
Employers should perform regular audits and stay on top of changes in state and federal labor laws to ensure they are in compliance.
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