“Show Up” Pay

“Show Up” Pay https://wahospitality.org/wp-content/uploads/2015/03/OakHarbor_culinarywinner-940x198.jpg

An employer is not required by law to give advance notice to change an employee’s shift or to shorten it or lengthen it, thus there is no legal requirement for show-up pay.  That is, when employees report to work for their regularly scheduled shift but the employer has no work to be performed, and the employees are released to leave the employer’s premises or designated work site, the employer is not required to pay wages if no work has been performed.

However, if an employee is required or authorized to report at a designated time and to remain on the premises or at a designated work site until he or she may begin his or her shift, the employee is considered to be engaged to wait, and time spent waiting will be considered hours worked.

Similarly, when a shutdown or other work stoppage occurs due to technical problems, such time spent waiting to return to work will be considered hours worked unless the employees are completely relieved from duty and can effectively use the time for their own purposes.  For example, if employees are told in advance that they may leave the job and do not have to recommence work until a certain specified time, such time will not be considered hours worked.  However, if the employees are told they must “stand by” until work commences, such time must be paid.

If you have any further questions about this topic or others, see the Department of Labor & Industries’ Help for Small Business page at http://www.lni.wa.gov/Main/SmallBusiness/.

 

Rev. 12/31/17

 


This article is an excerpt from the Handbook for Excellent Restaurant Operations (HERO), published by the Washington Hospitality Association.  Want a hard copy of the whole manual?  It’s one of the many benefits of becoming a member!  Find out more about joining the Washington Hospitality Association here.

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Categories: HERO