Common Examples of Off-the-Clock Work Violations

Employees are entitled to be paid for all the time they spend performing work-related duties. Yet many employers cut corners by requiring or allowing “off-the-clock” work—labor that benefits the company but is left unpaid. Both the Fair Labor Standards Act (FLSA) and the Pennsylvania Minimum Wage Act (PMWA) require employers to pay workers for these hours.

Below are some of the most common examples of off-the-clock work violations.

Pre-Shift and Post-Shift Work

Employers sometimes require workers to come in early or stay late without recording that time. Examples include:

• Booting up computers, logging into systems, or setting up workstations.
• Putting on or taking off protective gear or uniforms.
• Cleaning up or closing down after a shift ends.

Work During Breaks

Employees are entitled to unpaid breaks only when they are completely relieved of duties. Violations occur when:

• Workers must answer phones or emails during meal breaks.
• Employees are interrupted repeatedly during their breaks.
• Short rest breaks (typically 20 minutes or less) are not counted as paid time.

Training and Meetings

Mandatory trainings, orientations, and staff meetings are usually compensable, even if scheduled outside normal hours. Employers violate the law when they:

• Require attendance but fail to pay for it.
• Hold training sessions off-site without covering time and travel.

Travel to and Between Job Sites

While ordinary commuting is not paid, travel to job sites or between job sites during the workday may be compensable.  Violations happen when employers:

• Refuse to pay for required travel time to job sites or between multiple assignments in a day.
• Deduct travel hours from an employee’s timesheet.

Remote Work and After-Hours Tasks

With smartphones and remote access, many employees continue working after they leave the workplace. Common violations include:

• Answering work calls, emails, or messages after hours.
• Completing reports or paperwork at home without recording the time.

Why These Violations Matter

Even small amounts of unpaid time add up quickly, especially if repeated daily or across an entire workforce. Off-the-clock work can result in significant unpaid wages and, in many cases, unpaid overtime.

Protecting Your Rights

If you are regularly asked to perform tasks before clocking in, after clocking out, or during breaks, your employer may be violating the FLSA or PMWA. Workers may be entitled to unpaid wages, overtime, and additional damages.

At Wood Legal, we represent employees across Pennsylvania in wage and hour disputes, including off-the-clock work violations. Contact us to find out if your rights have been violated.