Must be paid for. If taking those courses was the only way he could keep his job, then it is considered mandatory training, from which the company benefits. (I realize he benefits from it too, but that's non-issue.) It does get confusing with 'exempt' employees, hourly employees are automatically non-exempt,(from FLSA rules) while salaried employees may be either exempt or non-exempt.
From another Website: The time that employees spend in meetings, lectures, or training is considered hours worked and must be paid, unless:
◦Attendance is outside regular working hours; ◦Attendance is voluntary; ◦The course, lecture, or meeting is not job related; AND ◦The employee does not perform any productive work during attendance.
Before anybody calls me out on this, the word and is used, so all 4 criteria must be met.
Talk to the proper people before you try to get compensation for this time. Don't just take the information you found online to your friend and tell him to take it to his employer.
This really isn't the place to be asking. Talk to a lawyer(not likely worth it) or talk to the state labor board(Pennsylvania Department of Labor and Industry)
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Today's Featured Article - Seeing an Old Friend - by Joe Evans. Dad had a concrete contracting business starting in 1960. One of his first pieces of equipment was a Ferguson TO-35 with a Davis loader. Dad replaced the TO-35 with a MF 202 Workbull, essentially an industrialized Ferguson 35 I am told. Dad bought the 202 new in 1962, and I recall quite clearly going to the dealer with him to sign for it.
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