Jeffrey H. Ruzal, Member of the Firm in the Employment, Labor & Workforce Management practice, in the firm’s New York office, was quoted in SHRM, in “DOL Clarifies When Continuing Education and Travel Time Are Compensable,” by Allen Smith.
Following is an excerpt:
The U.S. Department of Labor (DOL) has clarified the rules on when time spent fulfilling continuing-education requirements must be compensated under the Fair Labor Standards Act (FLSA) in a recent opinion letter.
In a separate opinion letter, the DOL explained when the travel time of nonexempt foremen and laborers is compensable. …
“Employers will need to carefully consider the content of the continuing education—that is whether it directly relates to the employee’s job, when it is being offered and whether such participation is voluntary,” said Jeffrey Ruzal, an attorney with Epstein Becker Green in New York City. “These criteria dictate whether such continuing education must be treated as compensable work time.”