Non-exempt employees must be paid for all of their hours worked. Employers cannot require off-the-clock work.
Our Columbus employment Lawyers are here to answer any questions you have about your right to compensation for hours worked, including off-the-clock work.
There has been a lot of litigation about what constitutes “work.” Like anything, what constitutes “work” depends on the circumstances. However, employer cannot require off the clock work. Instead, employees must be paid for all of their hours worked.
If an employer requires non-exempt hourly employees to perform job related activities, then they must be compensated for their time (or work). Off-the-clock work occurs when employees are expected to complete their job duties at home, placing or receiving calls, training activities, pre-shift meetings, performing responsibilities before or after clocking in, donning and doffing (putting on and taking off protective equipment, clothing, and uniforms), required meetings, “volunteer” work, etc. Although the potential possibilities for “off-the-clock” work are endless, employees must be compensated for their time spent performing these activities.
Employees often require “off-the-clock” work in order to reduce costs by avoiding paying employees overtime wages and other compensation that the employees are owed. If your employer has failed to pay you for “off-the-clock” work, it is likely that your employer has violated the Fair Labor Standards Act (“FLSA”). Employees who prove violations of the FLSA are entitled to their unpaid overtime wages, liquidated damages equal to their unpaid overtime wages, and attorney’s fees.
Our Ohio overtime lawyers are here to speak with you about any “off-the-clock” work issues you may have with your employer. We represent employees in all types of wage and hour disputes. We look forward to the opportunity to discuss your off-the-clock work with you. Call our office today for a FREE consultation at 1-614-949-1181 to speak with Ohio overtime lawyers about your off-the-clock work issues.