http://www.hrmorning.com/dol-issues-guidance-on-furloughs-pay-problems/ Your daily dose of HR Tue, 16 Mar 2010 22:14:53 -0400 http://wordpress.org/?v=abc hourly 1 http://www.hrmorning.com/dol-issues-guidance-on-furloughs-pay-problems/comment-page-1/#comment-21886 Randy Mon, 17 Aug 2009 19:39:12 +0000 http://www.hrmorning.com/?p=3860#comment-21886 Regarding the question "Do we need to pay an hourly employee for a full day of work if he or she was scheduled for a full day but only worked a partial day due to lack of work?" --- Don't forget that in California there is something called Reporting Time Pay which, in simple terms, means that if an employee reports for work as scheduled, and the employer decides the employee is not needed that day, the employer must pay for 50% of the hours the employee was scheduled to work. Example: Employee reports for work as scheduled at 8:00 am, ready to work a full day. The employer wants to send the employee home after 2 hours of work. Employer owes 2 hours for work performed and an add'l 2 hours (50% of 8 hours). To eliminate reporting time pay, employers should notify the employee in advance of a change in hours. Regarding the question “Do we need to pay an hourly employee for a full day of work if he or she was scheduled for a full day but only worked a partial day due to lack of work?” — Don’t forget that in California there is something called Reporting Time Pay which, in simple terms, means that if an employee reports for work as scheduled, and the employer decides the employee is not needed that day, the employer must pay for 50% of the hours the employee was scheduled to work. Example: Employee reports for work as scheduled at 8:00 am, ready to work a full day. The employer wants to send the employee home after 2 hours of work. Employer owes 2 hours for work performed and an add’l 2 hours (50% of 8 hours). To eliminate reporting time pay, employers should notify the employee in advance of a change in hours.

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