Minimum Hours Reporting Pay FAQs

What qualifies as work?

Scheduled and unscheduled work shifts, meetings, and training sessions all qualify as “work” for purposes of state/province minimum hours and reporting pay laws.

A minimum pay/reporting pay requirement applies in the state/province where my store is located. If I sometimes schedule 1 hour store meetings before the store opens, do I need to adjust my employees’ hours in the POS if they do not work later in the day to meet the minimum hour’s requirement?

Yes, but only in states/provinces where an exception does not apply to exclude shifts/meetings/trainings of shorter duration. In states/provinces where an exception does not apply, employees should be paid for the minimum number of hours required in your state/province, not just the 1 hour that they spent at the meeting. A best practice is to either (1) schedule meetings on a day when all or most of your employees are scheduled to work later in the day; or (2) keep the employee at work for at least the minimum amount of time that the law requires.

Do minimum pay/reporting pay hours count towards overtime pay?

No. The additional hours do not count towards overtime pay as they are not actual “hours worked” by the employee.

Do I need to adjust my employee’s hours in the timekeeping system to meet the minimum paid hours/reporting pay requirement if he/she voluntarily leaves their shift early?

No. Employees who voluntarily leave their scheduled shift early for personal reasons need only be paid the number of hours that they actually work.