Yes, in many situations, hourly employees are indeed compensated for time spent in training, especially when it is a requirement for their job.
Understanding Compensation for Training Time
For non-exempt hourly employees, time spent in training is generally considered compensable work time if the training is mandatory, directly related to the job, and primarily benefits the employer. This ensures that employees are paid for all hours they are required to dedicate to their employment.
For instance, California wage and hour laws specifically state that employers must pay all non-exempt hourly employees for attending mandatory company trainings. This requirement ensures fair compensation for employees who are dedicating their time and effort to learn new skills or comply with company policies.
Key Aspects of Training Compensation
Several factors determine whether training time is paid, focusing on the nature and purpose of the training:
- Mandatory Training: If an employer requires an employee to attend a training session, whether in-person or online, that time is typically compensable. This includes:
- Onboarding and Orientation: Initial training sessions for new hires to familiarize them with company policies, procedures, and culture.
- Job-Specific Skills Training: Learning new software, machinery, or techniques essential for the current job role.
- Safety and Compliance Training: Sessions on workplace safety protocols, harassment prevention, data privacy, or industry-specific regulations that are legally or company-mandated.
- Required Certifications/Licenses: If the employer requires an employee to obtain or maintain a specific certification or license for their role, the time spent in associated training may be paid.
- Voluntary Training: Generally, if training is entirely voluntary, not directly related to the employee's current job, and the employee performs no productive work during the training, it may not be considered paid time. However, if even voluntary training directly benefits the employer and is closely tied to the employee's job duties, it might be compensable.
Ensuring Proper Payment for Training
To ensure proper compensation for training time, employees should:
- Track All Hours: Keep a precise record of all hours spent in training sessions, including start and end times.
- Understand Company Policy: Familiarize themselves with their employer's policies regarding training compensation.
- Know Local Wage Laws: Be aware of federal, state, and local wage and hour laws, as specific regulations (like those in California) can mandate payment for training.
Being paid for training acknowledges that an employee's time is valuable, even when they are not directly engaged in production but are instead developing skills or meeting requirements that benefit the employer and the job role.
