{"id":4998,"date":"2025-07-28T18:25:16","date_gmt":"2025-07-28T18:25:16","guid":{"rendered":"https:\/\/shegerianconniff.com\/?p=4998"},"modified":"2025-07-28T18:25:16","modified_gmt":"2025-07-28T18:25:16","slug":"breaks-training-time-what-non-exempt-employees-must-be-paid-for","status":"publish","type":"post","link":"https:\/\/shegerianconniff.com\/dev\/breaks-training-time-what-non-exempt-employees-must-be-paid-for\/","title":{"rendered":"Breaks &#038; Training Time: What Non-Exempt Employees Must Be Paid For"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">One duty of a business owner is to ensure that non-exempt employees receive the proper pay for everything from overtime to breaks and training. If you fail to pay non-exempt employees correctly, you risk fines and possible lawsuits.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">California has some of the most protective<\/span><a href=\"https:\/\/shegerianconniff.com\/dev\/practice-areas-shegerian-conniff-law-firm\/\"><span style=\"font-weight: 400;\"> employee laws<\/span><\/a><span style=\"font-weight: 400;\"> in the U.S., so it\u2019s incredibly important that you understand them correctly. Our office breaks down when you must pay for your employees\u2019 breaks and training sessions, and when you don\u2019t have to pay.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Exempt vs. Non-Exempt Employees<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The Fair Labor Standards Act (FLSA) has a long history in protecting workers. Established in 1938, one thing the FLSA did was to classify workers as exempt or non-exempt. Non-exempt workers are protected by federal, state, and local laws regarding everything from overtime wages to minimum wage requirements.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Only non-exempt employees enjoy these protections. Exempt employees do not receive overtime pay and are usually professionals working in administrative, computer, executive, or outside sales roles.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Exempt employees are often salaried workers, but it\u2019s not the only way to determine if a worker is exempt or not. There are checklists that help you determine if an employee is exempt.<\/span><\/p>\n<p><strong>Administrative exemptions:<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The salary is higher than $684 per week.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work duties include office or non-manual work related to business operations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees must use discretion and guide decisions on significant matters.<\/span><\/li>\n<\/ul>\n<p><strong>Computer employee exemptions:<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The salary is no less than $684 per week or $27.63 per hour.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work must fall into one of these categories: computer programmer, computer systems analyst, or software engineer.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Primary duties include systems analysis techniques and procedures, system or software design, development, and system or software testing.<\/span><\/li>\n<\/ul>\n<p><strong>Creative professional exemptions:<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The salary is $684 or higher per week.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Primary job duties entail work that requires imagination, invention, and originality.<\/span><\/li>\n<\/ul>\n<p><strong>Highly compensated employees:<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Earn more than $107,432 per year.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work duties fall within administrative, executive, or professional fields.<\/span><\/li>\n<\/ul>\n<p><strong>Outside sales exemptions:<\/strong><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">The primary job duty is to make sales or obtain contracts or orders.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The majority of the work is done outside the place of business.<\/span><\/li>\n<\/ul>\n<p><strong>Professional exemptions:<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The salary is $684 or higher per week.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work duties require advanced knowledge, discretion, and judgment calls.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Advanced knowledge is in the field of education or science.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work required specialized instruction.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you\u2019re certain your employee is non-exempt, it\u2019s time to start determining what aspects of training and breaks are included on a paycheck.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Understanding Employee Breaks: California Law<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Federal law, through the FLSA, requires short breaks of no more than 20 minutes to be paid time. Employers are not required to pay for meal breaks, unless that break requires you to still be near your machine or at your desk on stand-by if others are too busy to answer the phone.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">California\u2019s laws are stricter. Employers must follow these <\/span><a href=\"https:\/\/shegerianconniff.com\/dev\/practice_areas\/rest-meal-breaks\/\"><span style=\"font-weight: 400;\">meal break rules<\/span><\/a><span style=\"font-weight: 400;\"> for all non-exempt employees.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shifts over five hours must be offered an unpaid meal break of 30 minutes or longer.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Meal breaks must occur before the end of the fifth hour. If a worker starts at 7 a.m., the meal break must occur before noon.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Meal breaks must be completely free of all work duties. If that\u2019s not possible, the meal break must be paid.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">On-duty meal breaks are limited to work where it\u2019s impossible to give the employee a break away from a station, desk, or post.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Waivers are allowed if a worker\u2019s shift is less than six hours and they agree to waive a meal break.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shifts exceeding 10 hours must have two unpaid meal breaks totaling an hour or longer.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">For 10+ hour shifts, the second meal break must happen before the 10th hour of work. For example, a shift of 7 a.m. to 7 p.m. requires meal breaks to happen before noon and before 5 p.m.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees are allowed to waive the second meal period if they do not work more than 12 hours.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers are required to cover rest breaks in California. The rules are as follows:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employers must pay for a 10-minute break every four hours worked.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If a worker works 6 hours, breaks are calculated to cover the fraction of those additional hours. You get 10 minutes for the four hours and 5 minutes for two hours.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Rest breaks should be timed to be as close to the midpoint of the four-hour block as possible.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">During a rest break, workers cannot be on duty or required to cover phones or other work responsibilities.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If an employer fails to meet their obligations when it comes to providing meal and rest breaks, they must pay the employee an extra hour of pay at their regular hourly rate for each break that isn\u2019t provided. If a worker is denied two breaks and a meal break, that\u2019s three hours of pay.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Understanding Training Time: Do You Always Have to Pay?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In both California and the U.S., any time you require an employee to attend training, you must pay for it. There are a few exceptions that must all be met for an employer not to have to pay.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training happens outside of normal working hours.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The training is voluntary, and the employee isn\u2019t required to attend and won\u2019t be negatively affected if they skip the training session.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The training program isn\u2019t related to the employee\u2019s job or job duties.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee isn\u2019t performing \u201cproductive work\u201d during the training. Productive work is designed as work that goes on during the training session that benefits the employer, such as a training session on forklift operation where the training involves loading a trailer for the employer.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Tips for Ensuring Your Business Follows the Laws<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">How do you ensure you follow all of the laws as a business owner? Our California employment attorneys have a few tips.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employee Handbook \u2013 Make sure you have a clear, easy-to-understand employee handbook that lays out what is and isn\u2019t paid for when it comes to rest breaks, meal breaks, and training. Ensure employees have a copy and get them to sign that they\u2019ve read and understand the policies. If they have questions, make your HR professional available to answer questions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Timekeeping Systems \u2013 Use a system that makes it easy to track the start and end times for all meal breaks and rest periods. Don\u2019t allow employees to stay on the clock when a break is due unless it\u2019s absolutely necessary.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Monitor Compliance \u2013 Make sure your workers take their required breaks as close to the right time as possible. If they are continually skipping them, find out why they are and come up with a solution.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employee Training \u2013 Any required training programs should be held during normal working hours when possible. If they have to be held after work or on weekends, make sure managers, HR, and supervisors know the rules and stay in compliance.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">It\u2019s Best to Hire an Attorney Specializing in California Labor Laws<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Navigating <\/span><a href=\"https:\/\/shegerianconniff.com\/dev\/\"><span style=\"font-weight: 400;\">California and federal labor laws<\/span><\/a><span style=\"font-weight: 400;\"> is challenging and has numerous complexities that make it hard to know what is and isn\u2019t your responsibility. Your HR team may not have the legal expertise needed to guarantee you\u2019re following wage laws correctly. That\u2019s why an expert in employment law is worth your time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you need help navigating the differences between non-exempt and exempt employees, we can help. If you aren\u2019t sure when you should and shouldn\u2019t pay for breaks and training, <\/span><a href=\"https:\/\/shegerianconniff.com\/dev\/contact-our-employment-law-firm-shegerian-conniff\/\"><span style=\"font-weight: 400;\">schedule a consultation<\/span><\/a><span style=\"font-weight: 400;\"> with Shegerian Conniff.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>One duty of a business owner is to ensure that non-exempt employees receive the proper pay for everything from overtime to breaks and training. If you fail to pay non-exempt employees correctly, you risk fines and possible lawsuits. California has &hellip; <a href=\"https:\/\/shegerianconniff.com\/dev\/breaks-training-time-what-non-exempt-employees-must-be-paid-for\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":4999,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[15],"tags":[],"class_list":["post-4998","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Breaks &amp; Training Time: What Non-Exempt Employees Must Be Paid For - Shegerian Conniff<\/title>\n<meta name=\"description\" content=\"California has some of the most protective employee laws in the U.S., so it\u2019s incredibly important that you understand them correctly.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Breaks &amp; 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