The manager of a group home was required to work a regular, eight-hour day and remain at the home overnight. He was paid for a standard, 40-hour workweek and sued, alleging he should be paid overtime for his sleep time. A district court didn't buy it, ruling that sleeping, even if the employee can't leave the work site, doesn't qualify for overtime pay under the Fair Labor Standards Act. A key factor: If the employer and employee formally agreed to the schedule and pay structure, it stands. (Ormsby v. C.O.F. Training Services Inc., No. 01-4029, D.Kan., 2002) For guidance on sleep-time pay, go to www.dol.gov/elaws/esa//hoursworked/screenER32.asp.
Get weekly updates on breaking news and business advice to help you advance your career! The week's top stories and resources will be sent right to your inbox. Choose the topics you're interested in:
We value your Privacy.