training

mmurnahan

We are a healthcare facility with multiple clinics throughout the city. We have employees at a clinic who are scheduled for training at our main facility. The training class is from 9:00 - noon. The training facility is approximately 10 miles from the clinic the employee normally works at. Her normal work hours are 8:00 - 4:30 with 30 min lunch.

Here is the question, The employee does not feel that she should report to the clinic at 8:00 and then turn around and leave at 8:30 to make the 9:00 training. She wants to report directly to the training at 9:00. BUT she also doesn't feel that she should be docked the 1 hour from 8 - 9 becuase it's "not her fault training starts at 9:00 instead of her regular scheduled start time at 8:00". I am not in favor of paying an employee from 8 - 9 when she is not working. But the employee is very disgruntled becuase she can not make up her time during the week since she has to leave at 4:30 to pick up kids, etc. and she can't come in earlier than 8:00 to make up the time becuase of the kids schedule, and she can't afford to be docked.

What do you do?

Whatever

What does management want to do? If it was me, I would have the employee report as scheduled. I really do not understand what her problem is.

mmurnahan

The employees problem is that she wants to go straight to training at 9:00 to the off site location, and her time be adjusted to be on the clock at 8:00 since that is her normal schedule work. I don't agree becuase I have a problem paying someone for time not worked. So. We have compromised, and told the employee if she wants to be paid from 8:00 then she needs to report to the clinic where she normally works, clock in, work 30 min, and then go to the off site location for training.

LindaS

My advice would be to have the employee report at 8:00 as normal, punch out to leave at 8:30 (paying her for her travel time), and report back to finish her shift. I would not pay a non-exempt employee for time not worked.