FLSA & Compensable Time in the Digital Workplace: What Employers Need to Know
The Fair Labor Standards Act (FLSA) is one of the most complicated employment laws for employers to navigate particularly when it comes to determining what time is compensable and what time is not.
The challenge has become even greater in today's digital workplace. Smartphones, email, text messages, instant messaging, remote access, and other technology make it easier than ever for employees to perform work outside their normal schedules. But when a non-exempt employee checks email, responds to a text, or performs work from a smartphone after hours, does the employer have to pay for that time?
The answer can create significant wage and hour liability.
Employers need practical policies and procedures for addressing after-hours work and ensuring that non-exempt employees are paid for all compensable time worked. Managers also need to understand that simply telling employees not to work after hours may not eliminate the employer's obligation to pay them if they actually perform work.
What about time spent before or after a scheduled shift? Employees may need to read work emails, log into systems, boot up computers, download information, or perform other work-related activities before they officially “start” work. When is this time compensable? What does the law say about these increasingly common workplace practices?
This webinar examines these issues and the legal principles and cases involving off-the-clock work, pre-shift and post-shift activities, electronic communications, and compensable time. We will also discuss timekeeping technology and practical approaches employers can use to identify and prevent unpaid work.
Join HR Learning Center for this informative 60-minute FLSA webinar and learn practical strategies for complying with wage and hour requirements in today's digital workplace while reducing the risk of costly overtime and wage claims.
What You Will Learn in This One-Hour FLSA Webinar:
- Off-the-Clock Work: Understanding when employees must be compensated for work performed outside their scheduled hours
- Smartphones & Mobile Devices: When checking or responding to work emails, texts, instant messages, and other communications may constitute compensable work time
- After-Hours Work: Understanding employer obligations when non-exempt employees perform work after their normal workday
- Pre-Shift & Post-Shift Activities: When activities performed before or after a shift may be compensable
- Computer Boot-Up & Shut-Down Time: Understanding when time spent starting, shutting down, or preparing technology for work may need to be paid
- Remote Work: Addressing wage and hour issues when employees work from home or outside normal business hours
- What the Courts Are Saying: Reviewing significant cases involving off-the-clock work and compensable time
- Timekeeping Technology: Understanding how electronic timekeeping tools can help employers—and how they can potentially create additional compliance issues
- DOL Timekeeping Tools: Understanding federal timekeeping resources and the potential benefits and risks of relying on technology to track working time
- Preventing Unpaid Work: Best practices for establishing policies and procedures that discourage and identify unauthorized after-hours work
- Manager Responsibilities: What managers need to know to prevent employees from working off the clock
- Overtime Liability: How seemingly small amounts of unpaid time can result in significant overtime and wage liability
- Best Practices: Practical strategies for improving FLSA compliance in today's digital workplace
HR Learning Center's 60-Minute Online Employment Law Webinar Includes:
- Live online training conducted by an experienced employment attorney
- PowerPoint presentation covering key legal requirements and practical compliance strategies
- Practical handouts and resources
- Certificate of Attendance
- Live Question & Answer Session
Is Your Organization Paying Employees for All Time Worked?
In today's always-connected workplace, the line between “work time” and “personal time” can become blurred. A few minutes spent answering emails or texts after hours may seem insignificant but multiplied across employees and over time, those minutes can create substantial wage and hour exposure.
Join HR Learning Center and learn how to identify compensable time, address off-the-clock work, and implement practical policies and procedures to reduce FLSA liability in the digital workplace.