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In FLSA2020-15, the DOL examined six hypothetical scenarios presented by a non-profit hospice care provider that offers funds to non-exempt (e.g., overtime-eligible) employees for continuing education (“CEU”). CEU attendance is entirely voluntary – employees are not required to use the funds, nor attend any particular CEU class.

"Employers should pay their employees if they fulfill continuing education during regular work hours, or they should have a clear written policy prohibiting employees from attending such training ...

A 2016-17 survey administered by the Graduate!Network found that from an employer’s perspective, education programs were influential in their ability to achieve organizational goals, including ...

Training in this high skill business environment has become a vital part of any employee’s…and employer’s life and continuing education and retraining has assumed a larger and larger portion of the typical business budget. Whether an doctor or lawyer, a builder or auto mechanic, it is not unusual to have the employee devote days or even weeks to attending educational courses and these ...

The U.S. Department of Labor (DOL) recently published an opinion letter explaining compensability under the Fair Labor Standards Act (FLSA) of time spent in voluntary continuing education programs.In FLSA 2020-15, the DOL issued guidance clarifying whether time that employees spend attending voluntary training programs is compensable as hours worked.

We pay for the classes and testing time. But many classes require study time outside of class, and some ask for a nominal ($5-$6) fee for the issuance of certification cards. Is it an issue that we don’t pay for the required study time or the cards for our nonexempt employees—who number in the hundreds?

The employees do not have to use the funds, or to attend any particular continuing education classes. The continuing education is entirely voluntary, and the employees gain no work-related benefit from attending and incur no penalties for not attending. Under the FLSA regulations, employers must pay employees for time spent in training ...

For continuing education (CE) credits, seminar attendance, conferences, or company trips, it’s helpful to remember two rules of thumb before getting into details: 1. The “Butt in the Chair” rule: Employers must pay for ALL hours non-exempt employees spend in mandatory trainings or meetings, ...

Here are 10 important tips to convince your employer to pay for continuing your education. 1. Address Concerns Right from the Start. There could be some concerns about participating in the program and your ability to do your job at the same time. Address these concerns right from the start, in order to increase your chances of success.

The Fair Labor Standards Act's (FLSA) requirement for employers to pay for nonexempt employees' training time depends on the following criteria: The training must be voluntary. The training must ...

You can learn about these skills and more through continuing education. Navigating the Murky Waters. Many employees wonder if they should be compensated for professional training. Even if your employer has a tuition reimbursement program, the next question is whether or not the employer will continue to pay you your salary if you take the ...

Maverick3320 wrote:By "continuing education", do you mean "continuing professional education" -education to keep current in a given field, or actually paying for additional/further degrees? +1. My employer will only pay for continuing education that is necessary for me to retain my professional license.

Healthcare employers are typically required to pay for the cost of the Continuing Education courses. Depending on the state laws and the employer’s policies, the employer may also be responsible for paying for the employee’s travel and lodging expenses associated with attending the CE course.

At the same time, check if your employer already offers education benefits like: Professional development stipends; Tuition reimbursement programs; Learning and development budgets; You might find that your company already has a policy in place to support continuing education — which can make your request even easier to approve!

In addition to tuition reimbursement, employees that want to further their careers at Zebra can utilize Zebra’s Education Network (ZEN), which includes free career advancement articles, books, and courses. Continuing your education beyond undergrad can sometimes seem totally out of reach, and no one wants to take on additional student loan debt.

How much financial support do employers offer? Pay full cost: 63%. Partial support: 31%. ... “For job seekers, continuing education aid can set an employer apart,” says Steve Saah, executive ...

So, prioritizing continuing education and providing a way for employees to access it also establishes a line of communication that recognizes new trends. 3. Attract Top Talent. Sometimes, investing in continuing education for your workforce has impacts beyond your immediate, existing employees.

New DOL Guidance on Continuing Education Attendance. HR Matters. 11.05.2020. ... (FLSA) requires employers to pay employees who attend ongoing continuing education (CEU’s) during normal work hours. The opinion letter hones in on the voluntary aspect of certain CEU’s, as opposed to mandated training activities an employer may require of its ...

The key to selling your employer on paying for your continuing education is to be able to show your boss the return on the company’s investment. ... Steve has hired, trained, and managed employees and contractors in a variety of industries and professions. He has written hundreds of career articles for websites across the internet. Steve has ...