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How to pay hourly workers for weekend travel time

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in Human Resources

Q. How do you pay hourly employees who are traveling on a day that's not considered a workday, like Saturday or Sunday? What if they normally have a 10-minute commute to the office but instead they have to go to the airport, and the airport is an hour from their home?

A. This question raises one of the more complicated areas of what is an already complicated statute. The easy question first: Even though the airport drive is longer, it would still be viewed as regular commute time and so would not be considered “hours worked” for FLSA purposes.

For the more complex issue—the hourly employees traveling on their non-normal workday of Saturday or Sunday—you must pay all travel time unless you provide them public transportation. Assuming that you do, you must count the hours as time worked so long as it's during what would be their normal work time during the week.

For example, if a person normally works 9 a.m. to 5 p.m. and his trip is from 2 p.m. to 4 p.m. on Saturday, you are required to pay him for those two hours. However, if his trip was from 7 p.m. to 9 p.m., you are not required to pay for the time worked.

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