Question:
When are we required to pay for trainings?

Answer from Daniel, SHRM-CP:

In general, time spent in job-related training is counted as time worked and must be paid. However, not every lecture, meeting, training program, or similar activity would qualify. If all four of the following criteria are met, you do not need to pay the employee for the training:
1. The training occurs outside of the employee’s normal work hours;
2. The training is completely voluntary (there will be no company-initiated consequences if the employee does not attend);
3. The training is not specifically job-related (it may be tangentially related to their job, such as most continuing education, without being specific to how they do their job on a day-to-day basis); and
4. No work for the employer is performed during the training (e.g. reading or replying to email).

Daniel has over 10 years of experience in the communications, government relations, political advocacy, and customer service fields. He has a BS in Journalism and Communications. He has run a small business of his own and sat on the Board of Directors of several local non-profits. In his free time he enjoys cooking, hiking, camping, and home brewing.

Questions?
Vital Signs Insurance Services, Inc.
PO Box 6360
Folsom, CA 95630
Phone: (916) 496-8750
Email: info@vitalsignsinsurance.com
Fax: (916) 496-8754

Legal Disclaimer: The HR Support Center is not engaged in the practice of law. The content in this email should not be construed as legal advice, and does not create an attorney-client relationship. If you have legal questions concerning your situation or the information you have obtained, you should consult with a licensed attorney. The HR Support Center cannot be held legally accountable for actions related to its receipt.