Tips and Articles on HR Best Practices, HR Outsourcing, and HR Compliance
Do Employers Have to Pay for On-Call Time? A Guide for Non-Exempt Employees
Employers must pay non-exempt employees for on-call time when restrictions on movement or response time prevent them from using that time for personal purposes. This guide covers the FLSA standard, exempt vs. non-exempt on-call roles in healthcare and human services, and states with stricter rules.
FLSA Travel Time: Employer Guide to Paid Commuting, Remote Work, and Special Assignments
FLSA travel time is far more complicated than most employers realize. The 2026 DOL opinion letters reshaped key rules for commuting, remote work, hybrid schedules, and special assignments — and small factual differences can completely change whether travel must be paid. Here’s what employers need to know now.
Can Employers Require Employees to Work Off the Clock? A Litigation-Informed Guide for HR and Leadership
Off‑the‑clock work is never optional under the FLSA. If a nonexempt employee performs work, the employer must pay for it — authorized or not. Most violations come from workload pressure and manager habits, not intentional misconduct, and they quickly snowball into overtime exposure and litigation risk. The fix is structural: tighten policies, train managers, and ensure employees report all hours worked. Unpaid time isn’t a savings; it’s a growing liability.