Pay for Training
Pay for Training
Should You Be Paid For Training?
The answer is generally yes, if you are a non-exempt employee and the training is required by your employer. Employers often require orientation, training for specific tasks, training related to work procedures for issues like sexual harassment, and then they attempt to not pay the employees for the time spent in training. If this has happened to you, it is important to consult with an experienced employment law attorney.
At Bohrer Brady LLC, our lawyers represent employees in a broad range of wage and hour disputes, including those involving pay for training. We are dedicated to helping our clients obtain fair and just compensation for the work they perform and have performed.
Contact us today online or toll-free at 1-800-876-3911 to arrange a free consultation with an experienced wage and hour dispute lawyer. We represent clients nationwide.
Pay For Training
Orientation, lectures, seminars, policy meetings, safety training — all of these training activities should be paid time in the workplace. If these training sessions are required by your employer, they should count toward your 40-hour work week. If training time pushes your total hours above 40 hours, you are entitled to overtime for those extra hours.
Our attorneys are experienced litigators who stand up for employees in wage and hour disputes. We are well versed in the Fair Labor Standards Act and acquainted with the tactics employers use when attempting to get work out of employees without paying them.
Contact Our Employment Law Attorneys
Are you owed wages for time spent training? We can help. Contact us today online or toll-free at 1-800-876-3911 to arrange a free consultation with an experienced wage and hour dispute lawyer.
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