{"id":3907,"date":"2007-12-06T03:56:11","date_gmt":"2007-12-06T03:56:11","guid":{"rendered":"http:\/\/www.hrresource.com\/articles\/view.php?article_id=317"},"modified":"2007-12-06T03:56:11","modified_gmt":"2007-12-06T03:56:11","slug":"unauthorized-work-time-the-compensability-of-hours-worked-before-and-after-the-employees-shift","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2007\/12\/06\/unauthorized-work-time-the-compensability-of-hours-worked-before-and-after-the-employees-shift\/","title":{"rendered":"UNAUTHORIZED WORK TIME: THE COMPENSABILITY OF HOURS WORKED BEFORE AND AFTER THE EMPLOYEE’S SHIFT."},"content":{"rendered":"

As any employer knows, employees sometimes make their own decision to commence work before their shift begins, or after their shift ends, despite the fact that the employer has not approved additional hours, and in some instances, in violation of a company policy restricting the practice.  Courts have increasingly been asked to address these issues and to determine when such practices result in compensable time for which the employee must be paid under the Fair Labor Standards Act (“FLSA”). 
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