Continuing Education is so important to your practice – your team can learn something new, you can expand the experience in your practice and it’s a great way to keep your team engaged. However, how do you determine payment for your employees during this time?
Let’s first look at the law on it. State to State there may be some variation so be sure to check with your state department of labor to ensure there are no unique rules. Most states follow the Federal Fair Labor Standards Act (FLSA). This law dictates overtime, minimum wage and other hours related rules for employers to follow. According to the FLSA, attending training must be paid unless it meets this criteria:
How does this apply to your staff member?
Imagine you ask your staff if they would like to take a class on Emotional Intelligence. Your optician says “yes” and the class is on Saturday from 9am – 4pm.
Therefore, this training does not need to be paid.
Day training or in town training is a bit easier to determine. However, more practices run into questions when overnight travel is concerned. Since this training typically does not meet the criteria above, here is my rule of thumb:
For local travel or generally:
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