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Do I have to pay prevailing wage for travel time?

HR Answer: Prevailing wage rules only require prevailing wage rates while the employee is working on the job site, so drive time is never included. An employer may pay different rates for travel time than for hours worked on the job site as long as the employee earns at least minimum wage for all hours worked.

Do you have to pay employees for drive time?

In general, your business should pay employees for the time they spend traveling for work-related activities. You don't have to pay employees for travel that is incidental to the employee's duties and time spent commuting (traveling between home and work).

Do you have to pay hourly employees for travel time?

Travel time for hourly and salaried employees may be counted differently. Pay to employees for local travel time is only applicable to non-exempt (hourly) employees, not to exempt (professional or managerial) employees. Exempt employees are paid for their expertise by the job, not by the hour.

Do employers have to pay for drive time?

Drive time for work refers to the time spent traveling during working hours for work purposes. It's not the time spent going to and from work. That's commuting and employers don't have to pay for that. Employees who travel from job site to job site during a normal day's work need to be paid for that time.

Is the 7-minute rule legal?

The 7-Minute Rule If an employee works at least 7 full minutes, but less than 8 minutes, the company can round the number down to the nearest 15 minutes. Note that this rule slightly favors the employer. In a 15-minute period, up to 7 minutes and 59 seconds of work time can be rounded down.

Do plumbers get paid for travel time?

Not Getting Paid for Travel Time There is no requirement for a commute to work to be paid, but time between jobs usually should be.

What happens if you don't pay prevailing wages?

Any contractors or subcontractors who willfully fail to pay the prevailing wage also risk termination from government contracts and exclusion from future contracts for up to three years, among other consequences.

Who is exempt from prevailing wage?

Section 13(a)(1) of the FLEA exempts employees employed in a bona fide executive, administrative, or professional capacity from the minimum wage and overtime requirements of that law.

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