Which of the following must non-exempt employees be paid for?

Which of the following must non-exempt employees be paid for?

• A. Unpaid breaks
• B. Training time
• C. All on-call time
• D. Voluntary educational pursuits

Answer: (B)

Non-exempt employees must be paid for training time because it is considered hours worked under the Fair Labor Standards Act (FLSA). When an employer requires employees to attend training, that time is compensable, particularly if the training is directly related to their current job, benefits their position, or is mandatory for their role. This ensures that non-exempt employees are compensated for all time spent in activities that benefit the employer and contribute to their professional duties. In contrast, unpaid breaks are typically not compensable unless they are shorter periods, and the employee is not completely relieved of duties. The time spent on voluntary educational pursuits does not require compensation since it is driven by the employee’s personal initiative rather than the employer’s obligation. As for all on-call time, it can be compensable or non-compensable depending on whether the employee is required to stay on-site or is free to engage in personal activities while on call.

Non-exempt employees must be paid for training time because it is considered hours worked under the Fair Labor Standards Act (FLSA). When an employer requires employees to attend training, that time is compensable, particularly if the training is directly related to their current job, benefits their position, or is mandatory for their role. This ensures that non-exempt employees are compensated for all time spent in activities that benefit the employer and contribute to their professional duties.

In contrast, unpaid breaks are typically not compensable unless they are shorter periods, and the employee is not completely relieved of duties. The time spent on voluntary educational pursuits does not require compensation since it is driven by the employee’s personal initiative rather than the employer’s obligation. As for all on-call time, it can be compensable or non-compensable depending on whether the employee is required to stay on-site or is free to engage in personal activities while on call.