HR, payroll, and finance leaders at post-acute and long-term care providers need a defensible way to determine what time is compensable and overtime-eligible when employees have on-call/call-back shifts, unpaid breaks, and travel (including weekends, holidays, and time zones). The problem is translating complex work patterns into consistent payroll rules that correctly trigger the 40-hour threshold and calculate overtime without misclassification or under/overpayment risk.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.