When I have a non-exempt employee travel for work, do I need to pay for travel time? How should I approach this?
By Amanda Doun, HR Business Partner, Trüpp.
Under federal law, the time spent by a non-exempt employee as part of their primary job duties such as traveling from one job site to another job site during the work day is considered as hours worked. However, whether travel time is compensable can depend on other factors such as the kind of travel involved. Below are some specific examples that might apply to your situation:
To sum up these situations in simpler terms, if the non-exempt employee is traveling within the start and end time of their regular working schedule on a non-working day, yes, they should be compensated. Employers should also be aware that pay for travel time is only applicable to non-exempt employees, as exempt employees are generally paid on a salary basis regardless of the number of hours it takes to complete their work. Additionally, although there are many state wage and hour laws that mirror federal requirements, employers should always check with their state agencies to determine if their state has requirements that differ from federal law.