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With limited exceptions, such as for continuing education required to maintain a government or industry-mandated professional license, employee time for company-required training programs - seminars, courses, conventions, and other educational opportunities - is compensable, particularly those aimed at improving existing job performance.
On the other hand, career advancement training programs may be non-compensatory if they are completely voluntary, involve no production work, are attended outside regular working hours, and enable the employee to advance from a current position to another, usually higher position and skill.
Employers should include a handbook policy that correctly addresses all such training programs.
Policy Drafting Tips:
Take-Away:
Implement and regularly review a comprehensive, clearly written handbook to include a proficiency and career training policy.
We publish this series to educate employers on best practices for a well-written handbook that assists applicants, employees, and management alike. To purchase our 2023 template handbook - which contains the above policy and much more - and accompanying forms or for more information, please contact Office Manager Aimee Rosales at 626.583.6600 or email her at officemgr@tbowleslaw.com.
See also:
Cindy Bamforth
May 12, 2023
If you are an employer facing possible litigation, or have an employee issue on which you need immediate guidance, call us to set up a consultation, or submit your message.
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