{"id":3189,"date":"2020-12-14T18:19:51","date_gmt":"2020-12-15T00:19:51","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=3189"},"modified":"2020-12-14T18:23:45","modified_gmt":"2020-12-15T00:23:45","slug":"hr-newsletter-dol-addresses-pay-for-employee-travel-and-training","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2020\/12\/14\/hr-newsletter-dol-addresses-pay-for-employee-travel-and-training\/","title":{"rendered":"HR Newsletter: DOL Addresses Pay for Employee Travel and Training"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg\" alt=\"U.S. Department of Labor (DOL)\" width=\"1200\" height=\"545\" \/><\/p>\n<p>On Nov. 3, 2020, the U.S. Department of Labor (DOL) published two new opinion letters providing the DOL\u2019s official position on how the Fair Labor Standards Act (FLSA) applies to employee pay when there is work-related travel or employee training.<\/p>\n<p><strong>Voluntary Training Programs<\/strong> &#8211; The FLSA requires employers to compensate their employees for all hours of work. While the FLSA does not define what qualifies as \u201cwork,\u201d the U.S. Supreme Court has determined that employees should be compensated for any time that \u201cis spent predominantly for the employer\u2019s benefit.\u201d One of the new DOL opinion letters, <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/opinion-letters\/FLSA\/2020_11_03_15_FLSA.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">FLSA2020-15<\/a>, addresses six different scenarios that exemplify how DOL regulations apply in situations where employees participate in voluntary training that is related to their work, both within and outside working hours.<\/p>\n<p><strong>Travel Time for Non-exempt Employees<\/strong> &#8211; The FLSA requires employers to compensate their employees for any time they are \u201csuffered or permitted to work.\u201d Compensable time may include time spent walking, riding or traveling if it is related to the employee\u2019s principal activities. However, an employee\u2019s commute to and from work is not typically compensable. <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/opinion-letters\/FLSA\/2020_11_03_16_FLSA.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">FLSA2020-16<\/a> addresses three different scenarios where employees are required to travel to complete their work assignments. For each scenario, the opinion letter outlines the process the DOL uses to determine whether travel:<\/p>\n<p><!--more--><\/p>\n<ul>\n<li>Is within or outside of the employee\u2019s hours of work; and<\/li>\n<li>Is \u201cintegral and indispensable\u201d to the employee\u2019s principal activities.<\/li>\n<\/ul>\n<p><strong>Next Steps for Employers<\/strong> &#8211; Employers that rely on opinion letters may be able to establish a \u201cgood faith defense\u201d under the law. \u00a0As a result, employers should review the scenarios discussed in these letters and determine whether this new guidance affects their current employee classification and payroll practices. The public can search for existing opinion letters by keyword, year, topic and a variety of other filters on the <a href=\"https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/search\" target=\"_blank\" rel=\"noopener noreferrer\">DOL\u2019s website<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>On Nov. 3, 2020, the U.S. Department of Labor (DOL) published two new opinion letters providing the DOL\u2019s official position on how the Fair Labor Standards Act (FLSA) applies to employee pay when there is work-related travel or employee training.&hellip;  <\/p>\n<p class=\"more-link\"><a href=\"https:\/\/www.employco.com\/blog\/2020\/12\/14\/hr-newsletter-dol-addresses-pay-for-employee-travel-and-training\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-3189","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - 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Opinion letters provide the DOL\u2019s official position on how labor and employment standards, in this case the Fair Labor Standards Act (FLSA), apply in specific situations. Retail Exemption for Truck Drivers - FLSA2020-11 patterns the\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"DOL Opinion Letters","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/blog\/September20_DOL-Letter.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/blog\/September20_DOL-Letter.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/blog\/September20_DOL-Letter.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/blog\/September20_DOL-Letter.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/blog\/September20_DOL-Letter.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":5800,"url":"https:\/\/www.employco.com\/blog\/2025\/05\/15\/hr-newsletter-independent-contractor-determination-new-dol-guidance\/","url_meta":{"origin":3189,"position":1},"title":"HR Newsletter: Independent Contractor Determination \u2013 New DOL Guidance","author":"Employco USA","date":"May 15, 2025","format":false,"excerpt":"On May 1, 2025, the U.S. Department of Labor (DOL) issued Field Assistance Bulletin (FAB) 2025-1 on how to determine employee or independent contractor status when enforcing the Fair Labor Standards Act (FLSA). Background - On Jan. 10, 2024, the DOL published a final rule revising the agency\u2019s guidance on\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":3248,"url":"https:\/\/www.employco.com\/blog\/2021\/01\/08\/hr-newsletter-dol-amends-employee-tip-regulations\/","url_meta":{"origin":3189,"position":2},"title":"HR Newsletter: DOL Amends Employee Tip Regulations","author":"Employco USA","date":"January 8, 2021","format":false,"excerpt":"On Dec. 22, 2020, the U.S. Department of Labor (DOL) announced a final rule to amend employee tip regulations under the Fair Labor Standards Act (FLSA). The final rule will become effective 60 days after its publication in the Federal Register. Tip Pooling - The FLSA allows employers to collect\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"Department of Labor","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":4795,"url":"https:\/\/www.employco.com\/blog\/2023\/08\/15\/hr-newsletter-misclassification-of-employees-as-independent-contractors\/","url_meta":{"origin":3189,"position":3},"title":"HR Newsletter: Misclassification of Employees as Independent Contractors","author":"Employco USA","date":"August 15, 2023","format":false,"excerpt":"When an employee is misclassified as an independent contractor instead of an employee, they are denied crucial benefits and standard labor protections under the Fair Labor Standards Act (FLSA). The FLSA, enforced by the U.S. Department of Labor (DOL) Wage and Hour Division (WHD), establishes standards for recordkeeping, overtime pay,\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"HR Newsletter: Misclassification of Employees as Independent Contractors","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":3625,"url":"https:\/\/www.employco.com\/blog\/2021\/10\/12\/hr-newsletter-dol-announces-final-rule-on-tip-regulations\/","url_meta":{"origin":3189,"position":4},"title":"HR Newsletter: DOL Announces Final Rule on Tip Regulations","author":"Employco USA","date":"October 12, 2021","format":false,"excerpt":"On Sept. 23, the U.S. Department of Labor announced a final rule that will amend Fair Labor Standards Act (FLSA) regulations for tipped employees. The final rule was publicized in the Federal Register on Sept. 24, 2021, and is expected to become effective on Nov. 23, 2021. Tips for Managers\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"DOL (Department of Labor)","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":3679,"url":"https:\/\/www.employco.com\/blog\/2021\/11\/15\/hr-newsletter-dol-clarifies-pay-requirements-for-tipped-employees-with-dual-jobs\/","url_meta":{"origin":3189,"position":5},"title":"HR Newsletter: DOL Clarifies Pay Requirements for Tipped Employees with Dual Jobs","author":"Employco USA","date":"November 15, 2021","format":false,"excerpt":"On Oct. 28, 2021, the U.S. Department of Labor (DOL) announced the publication of a new rule for tip regulations under the Fair Labor Standards Act (FLSA). The new rule clarifies that employers may only take a tip credit for tipped employees when these employees are performing work that is\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"DOL (Department of Labor)","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]}],"_links":{"self":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/3189","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/comments?post=3189"}],"version-history":[{"count":5,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/3189\/revisions"}],"predecessor-version":[{"id":3194,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/3189\/revisions\/3194"}],"wp:attachment":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/media?parent=3189"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/categories?post=3189"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/tags?post=3189"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}