Customer Contact Center Food Stamp/Family Medicaid Phase II ...

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Call Center FS/FM SUCCESS PG October 24, 2007 Introduction to Training EVALUATION: UNSATISFACTORY PERFORMANCE: A Final Evaluation will be sent to your county director sent to your county director at the end of training. Your performance will be reported to the county as required. The county will decide what action to take. MEMORANDUM May 1, 1995 TO: FROM: RE: County Directors of Family and Children Services Field Managers Robert Riddle, Acting Director Human Resources Section FLSA Non-Exempt Employees Attending Required Training The purpose of this memo is to provide further directions in reference to what is considered work time while attending required training. The time spent in training is the actual hours training is in session. (For example: If training is from 9:00 a.m. to 4:00 p.m. with an hour for lunch, the actual work time is six hours.) Breaks are included as work time. However, lunch is not work time unless the employee is performing work during the lunch period. The fact that there is a planned luncheon does not necessarily mean that the lunch period is work time. A planned luncheon or reception after training is not work time unless the employee is specifically required to attend. Homework is not work time unless it's assigned. Trainers should designate a specific time frame for employees to do homework after class. (For example: The trainer ends class at 3:30 p.m. and states for the class to spend one hour after class reading the next day's assignment. This one hour is considered work time.) Time spent to travel to training and back is considered work time regardless if the employee is driving or traveling with someone. The time it takes the employee to travel from home to the regular work site may be deducted. FLSA is not concerned with work periods when less than 40 hours of work is performed. If hours spent in training, traveling to and from training and assigned homework add up to less than 40 hours, pay the full salary for that work period. Unless the employee habitually works less than 40 hours or the hours of work become a disciplinary matter, consider that the State requirement for a 40 hour week may be averaged over a three-month period. If the employee actually works over 40 hours in a work period after all adjustments for leave or time off are made, then overtime must be paid. Time sheets should be kept by each employee attending training and signed by the employee and the employee's supervisor, not the trainer. The time sheet is an agreement between the employee and their supervisor, not the employee and trainer. This information should be shared with all staff before they are required to attend training. If you have any questions regarding this matter, please contact the DFCS Employee Relations Unit. RR: spa PG-5
Call Center FS/FM SUCCESS PG October 24, 2007 Introduction to Training cc: Joan Couch, Acting Chief Employee Development Unit - Human Resources Section PG-6
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