As lawyers for the workers, we make sure that employers pay you for the long hours you put in and give you the wages you are owed.
In most cases, when an employer requires you to attend trainings, educational courses, and other workshops related to your work, they must pay you for your time. However, many employers wrongfully deny payment to employees by requiring them to attend trainings off the clock or outside of normal work hours. When this happens, employees may have the right to take legal action.
If your employer failed to properly compensate you for attending trainings related to your job, reach out to the team at Josephson Dunlap. With decades of experience handling complex wage and hour claims nationwide, our unpaid training lawyers have what it takes to aggressively advocate for you. We have recovered hundreds of millions of dollars in unpaid wages for our clients; learn how we can help you with your case today.
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“I have made multiple recommendations for Josephson Dunlap to family and friends. They kept me updated with my case, provided ongoing follow-up support, and made sure I received everything that was owed to me!”- Samantha R. Off-The-Clock Case
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Under the Fair Labor Standards Act (FLSA), employers must pay employees to attend trainings, courses, meetings, workshops, and related activities when such activities are mandatory, meaning they are required by the employer. In fact, there are only a few circumstances in which employers do not have to pay for trainings and related activities.
These include instances in which the training or activity:
- Is voluntary, i.e., attendance is not required by the employer
- Is not related to or required for the employee’s job
- Takes place outside of regular work hours
- Does not require the employee to perform any work during the training or activity
In nearly all other circumstances, the FLSA requires companies to compensate employees for attending trainings, meetings, and other related activities.
How Much Do Employers Have to Pay Employees for Attending Trainings?
Although the FLSA does not directly address the rate of compensation required for mandatory work trainings, employers must generally pay employees their regular rate for all trainings, meetings, and related activities that are required and take place during normal work hours. In some states, such as California, employers may also be required to offer employee expense reimbursement for related costs, such as training or workshop fees, the cost of training materials, and travel expenses.
The exact rules depend on the state and, in some cases, the local area in which you live and work. If you have questions about unpaid wages for trainings and related work activities, reach out to Josephson Dunlap right away. Our attorneys can provide the answers you need to move forward with your case.
Contact Our Unpaid Training Lawyers Today
We are here to help you fight for your rights. At Josephson Dunlap, we believe in holding employers accountable when they seek to disadvantage workers and cheat them out of their fair wages. We are driven by this singular goal and have helped more than 100,000 clients nationwide push back against wrongful and illegal employer practices.
We offer free initial consultations and provide our legal services on a contingency fee basis. This means that you do not owe any attorney fees unless we recover compensation for you.
What to Do If Your Employer Doesn’t Pay You for Mandatory Trainings
If your employer fails to pay you for mandatory work trainings, you should first bring up the issue with the company. If necessary, you may wish to file a wage complaint with the appropriate agency in your state, such as the labor board. It is also a good idea to contact a knowledgeable unpaid training attorney, like those at Josephson Dunlap.
An attorney from our firm can help you gather important evidence, including copies of paystubs, training schedules, and communications with your employer. We can also work to obtain witness statements from coworkers and other employees at your job. From there, we can create a powerful, persuasive claim aimed at maximizing your recovery. Depending on the specific details of your case, you could be entitled to lost wages, backpay, interest, and other damages, including compensation for pain and suffering.
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