If federal guidelines allow an exception for unpaid training, what might still require payment in certain areas?
Answer
Stricter state or local laws
The FLSA sets the federal baseline, but specific states or localities can enact legislation imposing more stringent rules, meaning training might have to be paid where federal law permits an exception.
Related Questions
Which primary federal law governs minimum wage and overtime standards affecting training compensation in the US?What is the key determinant courts often use to distinguish between paid and unpaid training time?Training that is predominantly academic or designed for general self-improvement unrelated to immediate job duties is more likely to be classified as what?If trainees are actively performing productive work that directly aids the employer's business, what is the general requirement for that time?If federal guidelines allow an exception for unpaid training, what might still require payment in certain areas?If orientation includes mandatory administrative tasks like setting up systems for the company, how should that time be treated?What is the significance of an employer explicitly promising payment for training during the hiring process?What crucial evidence should an employee keep if they suspect their unpaid trainee role aligns closely with compensated duties?What is a more informative way to inquire about compensation during the offer stage instead of asking 'Do I get paid for training?'?If an employee is paid for their training time, what is the minimum compensation rate they are usually entitled to for those hours?