![]() If an employer requests or permits an employee to report for work on any given day, the employer must pay the employee for a minimum of four (4) hours of work or for the employee’s entire shift, whichever is less, at no less than the standard minimum wage. ![]() New York minimum wage laws require non-hospitality industry employers to pay employees call-in pay, also referred to as show up or reporting pay. Show up or reporting time Non-hospitality industry employees ![]() The standards set forth by the Fair Labor Standards Act regarding meeting time may provide reasonable guidance. New York minimum wage laws do not address when employees must count time spent by employees at meetings, lectures, and training as hours worked for purposes of its minimum wage and overtime requirements. New York minimum wage laws require employers to count employee travel time as hours worked for purposes of it minimum wage and overtime requirements if the travel is part of the employee’s duties. The standards set forth by the Fair Labor Standards Act regarding sleeping time may provide reasonable guidance. New York minimum wage laws do not address any other instances where an employer may be required to count employee sleep time as hours worked. New York minimum wage laws do not require employers to count employee normal sleeping time as hours worked for purposes of its minimum wage and overtime requirements if the employees live on the employer’s premises, even if the employee is on-call during the sleeping period. ![]() any other time the employee is free to leave the employer’s premises but chooses not to.normal sleeping hours, even if they are required to be on-call during that time, and.Rules 146-3.6Īn employer does not need to count as hours worked the following time employees who live on the employer’s premises is actually on the employer’s premises: New York minimum wage laws require employers to count employee on-call time as hours worked for purposes of its minimum wage and overtime requirements if the employees are required to remain available to work at or near the employer’s premises and are unable to use the time productively for their own purposes. New York minimum wage laws require employers to count employee waiting time as hours worked for purposes of its minimum wage and overtime requirements if the employees are required to remain available to work at or near the employer’s premises and are unable to use the time productively for their own purposes. Employers may change the start time and day of a workweek if the change is meant to be permanent and not created to avoid overtime pay requirements. Once the beginning workweek has been created for an employee, the workweek must generally remain fixed regardless of hours scheduled to work by the employee. Employers may establish separate workweeks for different employees or different employee groups. A workweek may begin at any hour of the day and on any day of the week and does not have to coincide with a calendar week. New York minimum wage laws define a workweek as seven (7) consecutive 24-hour periods or a regular repeating span of 168 hours. New York minimum wage laws require employers to pay employees for all hours worked which is defined as any time employees are permitted to work or required to be available to work at a place prescribed by the employer.
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