{"id":2212,"date":"2018-08-28T16:02:10","date_gmt":"2018-08-28T20:02:10","guid":{"rendered":"https:\/\/www.harringtonlawassociates.com\/?p=2212"},"modified":"2018-10-11T12:08:36","modified_gmt":"2018-10-11T16:08:36","slug":"labor-law-unpaid-training","status":"publish","type":"post","link":"https:\/\/myhlaw.com\/es\/labor-law-unpaid-training\/","title":{"rendered":"Labor Law: Unpaid Training"},"content":{"rendered":"
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Are you allowed to require employees to attend meetings and training sessions without counting those hours under the FLSA and paying them for the training time?<\/span><\/h4>\n
It can be unclear whether an employee\u2019s time should be counted as \u00abhours worked\u00bb for purposes of\u00a0minimum wage<\/a>\u00a0and\u00a0overtime<\/a>\u00a0requirements under the\u00a0Fair Labor Standards Act (FLSA)<\/a>, such as when employees participate in meetings, seminars, lectures, or training.\u00a0 For purposes of this article, we will lump all such activities together and call them \u00abTraining.\u00bb<\/span><\/div>\n<\/header>\n
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According to regulations, an employee\u2019s time attending Training must<\/strong> be counted as hours worked unless it meets each of these four requirements:<\/span><\/p>\n

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  • the attendance is outside the employee\u2019s regular work hours;<\/span><\/li>\n
  • the attendance is voluntary;<\/span><\/li>\n
  • training is not directly related to the employee\u2019s job; and<\/em><\/span><\/li>\n
  • the employee does not perform productive work for the company as part of the Training.<\/span><\/li>\n<\/ul>\n

    29 CFR 785.27<\/a><\/span><\/p>\n

    If each of these four requirements is met, the employer does not<\/strong> need to count the employee\u2019s Training time as \u00abhours worked\u00bb and does\u00a0not\u00a0<\/strong>have to pay the employees for that time.<\/span><\/p><\/blockquote>\n