This article was reviewed in May 2021 and is up-to-date.
Many public employers utilize 9/80 work schedules for non-exempt employees. A 9/80 work schedule is essentially a two-workweek schedule of eight 9-hour days, one 8-hour day, and one day off. However, once the 9/80 work schedule is implemented, there are a number of mistakes unsuspecting
This post was authored by Lisa S. Charbonneau.
Many employers struggle with properly paying non-exempt employees who attend courses, conferences, seminars, meetings, and other trainings. In the absence of labor agreement provisions or other agency rules or policies governing this issue, public agency employers must follow the rules of the Fair Labor Standards Act
This article was reviewed in May 2021 and is up-to-date.
Many public employers utilize 9/80 work schedules for non-exempt employees. A 9/80 work schedule is essentially a two-workweek schedule of eight 9-hour days, one 8-hour day, and one day off. However, once the 9/80 work schedule is implemented, there are a number of mistakes unsuspecting
A few weeks ago, we provided some guidelines on how to deal with employees whose jobs require them to travel away from their office during the regular work day and how to determine whether their travel time is or is not compensable. That post dealt with situations where employees leave from and return
We get questions . . .
Recently a client called with this dilemma. One of its employees, an hourly non-exempt employee, is required to travel during the working day to locations away from the main office. Sometimes, the employee goes directly to an offsite location from home at the beginning of the day. On other