Q. We operate a fitness club and employ many fitness class instructors. They have time between classes that ranges from 15 minutes to several hours. They are free to spend that time anyway they want, on or off premises. Do we have to pay them for the time between classes? — M.L., New Jersey
A. No, provided they are truly completely relieved of their work responsibilities. A word of caution, though: If the instructors “hang around” and perform work that benefits your business (cleaning up the room, etc.), that may indeed be compensable time, whether they are required to do the work or not.
Your best bet is to encourage the instructors to leave the building or at least take a well-deserved break in your employee lounge. It would be best to create documentation that supports your position that they are not working “off the clock.” Short of having them punch out during these periods, a written policy indicating they are not permitted to work during these periods, written reminders of the policy and an occasional warning or disciplining of those who fail to comply would be in order. Whether you discipline them or not, don’t mess with their pay. If they worked, they must be paid.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/14962/must-we-pay-instructor-for-time-between-classes "
- NJLAD disability claim allows employers to demand medical information
- Save money upon termination by including 'use it or lose it' leave policy in handbook
- Expect new OSHA heat if your injury rate is higher than average
- Nonunion firms: Acquaint yourselves with labor-relations law
- When you've been accused: Handling an EEOC charge