In a BLR webinar entitled "Off-the-Clock? How to Determine When Time Worked is Compensable Under Federal Law," Catherine Moreton Gray, Esq., an associate at Robinson and Cole LLP described some of the most common traps employers fall into in when looking to avoid compensation conflicts and litigation.
- Pre- and post-shift duties, e.g., starting early or working late
- Meal and rest periods, which implicates state law as well
- On-call time, i.e., when should employees be paid for being on call
- Split shifts, e.g., when an employee works in the morning, takes a long break then works later in the day
- Report-in pay
- Travel time
- Training time
- Time spent for drug testing or receiving medical attention, e.g., over a work-related injury or required physical
- Compensatory time
- When an employee is connected 24 hours a day, seven days a week via the internet and telecommuting
Catherine Moreton Gray, Esq. is an associate at Robinson and Cole LLP (www.rc.com). She has more than 20 years experience in human resources and employment law. Her practice is focused on advising employers on all aspects of the employment relationship, including representing employers in government audits, before administrative agencies and in federal and state courts.