US Legal Forms
Legal Resources
Questions & Answers
Employment
Do I get paid to attend summer training classes by my Employer?

Do I get paid to attend summer training classes by my Employer?

Q: Do employers care what classes you take in college?

Employers may care about the classes you take if they are relevant to the position you are applying for. Courses that align with the job's requirements can demonstrate your knowledge and skills. However, in many cases, practical experience and skills may be more important than specific college classes.

Q: Do colleges care what classes you took?

Colleges often consider the classes you took, especially if they relate to your intended major or field of study. A strong academic background in relevant subjects can enhance your application. However, colleges also look at overall GPA, standardized test scores, and extracurricular activities.

Q: Do employers care what classes you take?

Yes, employers may care about the classes you take, particularly if they are relevant to the job. Relevant coursework can demonstrate your preparedness and knowledge in a specific field. However, practical experience and skills often play a more significant role in hiring decisions.

Q: Can an employer force you to get a certification?

Employers can require employees to obtain certain certifications if they are necessary for the job. However, they must provide reasonable time and support for employees to achieve these certifications. If the certification is not required for the job, an employer cannot force you to obtain it.

Full question:

My employer sent me to a program over the summer for medication aide. There was class time and I am required to do 40 hours of training with a RN at work then after that is done my teacher comes to check me off and sends certification into the state. Well I started the training at work and the are refusing to pay me for hours I've trained. Is this legal?

Category: Employment
Date: 04/07/2025
State: Wisconsin

Answer:

If the class and training are directly related to your job you may be entitled to pay. But if you are training for another job not.

Attendance at lectures, meetings, training programs and similar activities are viewed as working time unless all of the following criteria are met:

Attendance is outside of the employee’s regular working hours;
Attendance is in fact voluntary;
The course, lecture, or meeting is not directly related to the employee’s job; and
The employee does not perform any productive work during such attendance.

See Regulations 29 CFR 785.27.

The Department of Labor (“DOL”) classifies training as “voluntary” if (1) the employer does not require the employee to attend the training; and (2) the employee is not led to believe that her employment would be adversely affected if she does not attend the training.

These four factors can be confusing so make sure you understand what they mean in your situation.

You may also contact the Wisconsin Division of Workplace Development for information.

Office Location

STREET ADDRESS
201 E. Washington Avenue, Madison WI 53703

MAILING ADDRESS
P.O. Box 7946, Madison, WI 53707-7946

PHONE NUMBER
(608) 266-3131

This content is for informational purposes only and is not legal advice. Legal statutes mentioned reflect the law at the time the content was written and may no longer be current. Always verify the latest version of the law before relying on it.

FAQs

Do employers care what school you went to?

Employers may consider the school you attended, especially if it is well-known or relevant to the job. However, qualifications, experience, and skills often weigh more heavily in hiring decisions. Employers typically look for candidates who can perform the job effectively, regardless of their educational background.

Should an employee be compensated for training done outside of normal work hours (ie completing a web-based course at home)?

Whether an employee should be compensated for training done outside normal work hours depends on various factors. If the training is mandatory and directly related to the job, compensation may be required. However, if the training is voluntary or not directly related to the job, employers may not be obligated to pay. It's essential to review the specific circumstances and applicable labor laws.