What Counts as Compensable Work?

Employees must be paid for all time making up the regular working hours for which the employee is hired and for time devoted to the principal activities for which the employee is hired. Generally, the law says that an employee must be paid for:

Therefore, two conditions have to be met: one of the three conditions relating to the employee's location plus the second, performance of work, condition. The FLSA does not limit the hours that may be worked by an employee. It merely requires that a nonexempt employee be compensated for whatever hours the employee works, including compensation at one and a half times the regular rate for any hours worked in excess of 40 in a week.

There are a lot of rules to remember about what counts as hours worked and what doesn't.

After you've established your employee's workweek and determined what counts as compensable time, you need to determine which, if any, incidental activities are compensable.