Suggestions on how to compensate Non-Exempt employees for off the clock emails/texts/calls

The new DOL law has caused us to change many of our employees from exempt to non-exempt. Given the nature of our industry, we must be in constant contact with our employees via Text/Call/Email. What would you suggest our compensation be for calls/text/emails that are sent and/or received off the clock?
For example:
Should we pay employees for 15 minutes of their time for calls/emails/texts

Leave a Comment