Overview
Employer expectations for 24/7 access to employees is now the norm for many industries as new technologies allow work to be done virtually anywhere at any time. Serious questions have emerged about how employers should limit, monitor and compensate remote work hours. Recent litigation trends also show that compensation for time worked away from the office during nontraditional hours is coming under increased legal scrutiny. This has put employers at greater risk for litigation involving employee use of handheld electronic devices, home computers, cell phones and pagers for performing their work duties.
Authors
Michael J. Puma, Morgan, Lewis & Bockius LLP
Howard M. Radzely, Morgan, Lewis & Bockius LLP
Self Study Credit - OnDemand Webinar
| HRPD | 0.5 | | |
| CLE | 1.5 | AK, AL, AZ, CA, IL, MS, MT, NC, ND, OR, PA, TN, VA, VT, WA, WI | |
| CLE | 1.8 | WV | |
Self Study Credit - CD & Reference Manual
| HRPD | 0.5 | | |
| CLE | 1.5 | GA, ND, OR, UT | |
| CLE | 1.8 | MO, WV | |
| CLE | 2 | CO | |
Self Study Credit - Podcast
| CLE | 1.5 | AK, CA, ME, MT, ND, NV | |
| CLE | 1.8 | MO, WV | |
Agenda
Defining the Compensable Working Day and Other Compensable Time
Establishing and Communicating Work Limitations for Nonexempt Employees
Monitoring Compliance With Those Limitations
Identifying the Workplace Technology That Is Generating Evidence of Hours Potentially Worked
Establishing Policies and Practices to Limit the Potential Adverse Effects of Such Technology
Measuring Remote Work and Work Done During Nontraditional Hours Effectively
Compensating for Remote and Nontraditional Working Time in Ways Consistent With Wage and Hour Laws
