Alex What are 2 good things about on-the-job training?
The major advantages of on-the-job training include: Easily applicable. It makes good (money) sense. Saves time.
Do you have to pay employees for training?
What is not as clear, however, is whether the time an employee spends at training programs, lectures, meetings, and other similar activities should be considered hours worked. As a result, clients often ask whether they are required to compensate employees for time spent in such training activities.
When does an employer not need to count training time?
29 CFR 785.27. If each of these four requirements is met, the employer does not need to count the employee’s time attending a meeting, seminar, lecture, or training as hours worked.
Do you have to pay for meeting and training time?
* States may have their own minimum wage and overtime laws, including their own standards for when an employee must be paid for meeting, seminar, lecture, or training time. Employers are required to apply the federal or state minimum and overtime law that provides employees the greatest benefits.
When is training not directly related to the job?
Further, if the purpose of the training course is to prepare an employee for advancement by upgrading the employee to a higher level within the organization, the training is considered “not directly related to the employee’s job,” despite the fact that it incidentally improves his skill in performing his regular job functions.
What is not as clear, however, is whether the time an employee spends at training programs, lectures, meetings, and other similar activities should be considered hours worked. As a result, clients often ask whether they are required to compensate employees for time spent in such training activities.
29 CFR 785.27. If each of these four requirements is met, the employer does not need to count the employee’s time attending a meeting, seminar, lecture, or training as hours worked.
Further, if the purpose of the training course is to prepare an employee for advancement by upgrading the employee to a higher level within the organization, the training is considered “not directly related to the employee’s job,” despite the fact that it incidentally improves his skill in performing his regular job functions.
* States may have their own minimum wage and overtime laws, including their own standards for when an employee must be paid for meeting, seminar, lecture, or training time. Employers are required to apply the federal or state minimum and overtime law that provides employees the greatest benefits.