It is important to understand the requirements of the Federal Labor Standards Act (FLSA) when you employ workers who travel on behalf of your organization. The FLSA clearly defines what is considered travel time and what is not. If an employee stays overnight and the travel time is during normal work hours, it is considered compensable work time, regardless of what day of the week it is.
Here is an example: If Judy works 8:00 a.m. to 5:00 p.m. Monday through Friday and she is required to travel on Saturday and Sunday for the Organization, her travel time Saturday and Sunday between the hours 8:00am to 5:00pm are compensable. However, there is a stipulation. If the worker has to travel to the airport, then the time traveling to the airport is not considered compensable. But the time spent waiting at the airport terminal, time in the air, and the shuttle/taxi ride to the hotel/conference is compensable.
If you are unsure about how to account for compensable travel time, A to Z Accounting Services can help you. To learn more about how A to Z Accounting Services can assist your business, click the Contact tab to schedule a consultation.