A client recently asked if they needed to pay for time employees spent at a required sexual harassment prevention training. If an employer requires attendance at a training, then it generally must be paid. While this training may often be directed because of a state law, it is ultimately an employer-directed activity.
Department of Labor guidance is that trainings and work events can only be non-work time (unpaid under the Fair Labor Standards Act) if some important criteria are met. Click here to read more.