Do you need to pay for mandatory meetings?
Federal Law
The FLSA requires employers to pay employees for all hours worked, including mandatory meetings, training sessions, and other required activities. If you require employees to attend a meeting, you must pay them for that time, even if it's outside their regular shift. This applies whether the meeting is in person or online.
There are limited exceptions. For example, if a meeting is completely voluntary, outside working hours, and not job-related, it may not be compensable. However, in a restaurant setting, most meetings—such as pre-shift lineups, safety training, or menu tastings—are mandatory and must be paid.
Best Practices
Track meeting time accurately and include it in payroll. If a meeting is optional, make that clear in writing and avoid any pressure to attend. For mandatory meetings, schedule them during regular shifts when possible to minimize extra payroll costs.
Remember that if an employee attends a meeting, they are entitled to at least minimum wage for all hours worked. If the meeting pushes them into overtime, you must pay overtime as well. Some states have additional requirements, so check local laws.
- Pay for all mandatory meetings, including pre-shift lineups and training.
- Voluntary, off-duty meetings may not need to be paid, but be cautious.
- Include meeting time in overtime calculations.
- Keep accurate records of meeting attendance and hours.
- Check state law for any additional requirements.
Common mistakes
- Assuming you don't have to pay for short meetings like pre-shift lineups.
- Treating mandatory training as unpaid, which violates federal law.
- Failing to include meeting time when calculating overtime.
