What is considered “work” or “compensable time” under the FLSA?
A. The FLSA defines work as job-related tasks that primarily benefit the employer. To be considered “work,” the FLSA also states that the employer must know (or have reason to know) that these job-related activities are being performed and does not prohibit the worker from performing them. For instance, “off the clock” work such as cleaning equipment before or after a work shift, doing work at home, working through meal breaks, and answering and making work-related telephone calls should be counted as compensable time. In addition, time spent in meetings, training sessions, on-call or traveling should also be considered work. Therefore, even if the company typically pays overtime, but does not compensate employees for “off the clock” work or the duties described above, the employee may be able to recover compensation through an overtime lawsuit.
