Before implementing a four-day workweek, make sure you understand the legal and practical implications.
The issues with four-day work weeks from a wage and hour standpoint vary depending on whether the employee is exempt or non-exempt. For non-exempt employees, under federal law, there are no substantial issues with implementing a four-day week. However, some state laws are more problematic if hours worked during workday go up (e.g., from 8 to 10). In particular, some states and territories require payment of overtime for hours worked in excess of eight hours per day (e.g., Alaska, California, Nevada, Puerto Rico, Virgin Islands). While provisions can be made for alternative work weeks, the process is often cumbersome. This white paper reviews the requirements that employers must follow before implementing an alternative work schedule.
Agenda
Faculty
Michael A. Pavlick
K&L Gates LLP
- Partner in the Pittsburgh office of K&L Gates LLP
- Practice emphasizes all aspects of labor and employment law, with a focus on wage and hour law and traditional labor law
- Has represented a variety of clients in cutting-edge cases and cases of first impression
- Conducts regular seminars and workshops on numerous aspects of labor and employment compliance
- Written several publications related to the areas of labor and employment
- Best Lawyers’ Lawyer of the Year in 2012 for labor and employment litigation in Pittsburgh, and a Best Lawyer pick every year since
- Former judicial clerk for U.S. Court of Appeals Judge
- J.D. degree, magna cum laude and Order of the Coif, Case Western Reserve University; B.A. degree, magna cum laude, Phi Beta Kappa, Drew University
- Can be contacted at [email protected]
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