Employers are required to compensate their employers for all hours worked. What about time spent in lectures, seminars, and similar activities? Does your employer have to pay for training like that? The short answer is that your employer must pay you for all required training sessions. All, that is, except for the following exceptions.
Times Your Employer Doesn’t Have to Pay for Training
An employer may not be required to pay you for attending any training session outside of your usual working hours if any or all the following are true:
- Voluntary attendance – Attendance is deemed voluntary if the employer never explicitly says to go to the training or leads the employee to believe that missing the training could affect his standing in the company.
- Not directly related to job – Training is directly related to an employee’s job if it is designed to make him better at the primary focus of his current position. This is the shakiest factor to determine. There are many skills that could instrumentally make you better at your job. In this instance, though, the word “directly” is very specific. If you’re uncertain about whether a course is directly related to your job, it probably wouldn’t count as being so.
- No productive work accomplished – Did you do any work that can be effectively used by your company for business purposes? If yes, then you performed productive work and your employer must compensate you for it.
Although most cases of work-related training require for an employer to compensate its employees for their time, there are exceptions. Outside of these exceptions, though, employers must compensate all non-except employees for their time spent at training seminars, lectures, and meetings. Not paid for directly-related work training? Contact an experienced business lawyer in your area.