Hours worked refers to the total time an employee is under the control of their employer. This includes all periods when the employee is allowed or required to work, regardless of whether they are explicitly instructed to do so. The concept emphasizes that any time spent performing work duties, or being available to work, is counted as hours worked.
This term is commonly used in various legal contexts, particularly in employment law. It plays a critical role in determining wage calculations, overtime eligibility, and compliance with labor regulations. Understanding hours worked is essential for both employers and employees to ensure fair compensation and adherence to labor laws.
Here are a couple of examples of abatement:
Example 1: An employee who stays late at the office to finish a project, even though they were not specifically asked to do so, is still considered to have worked those additional hours.
Example 2: A worker who is on call and must be available to respond to work-related issues, even if they are not actively working, counts those on-call hours as hours worked. (hypothetical example)
| State | Key Differences |
|---|---|
| California | Strict regulations on overtime and required breaks. |
| New York | Specific rules regarding on-call hours and compensation. |
| Texas | Less stringent on break requirements; focuses on hours worked. |
This is not a complete list. State laws vary, and users should consult local rules for specific guidance.
| Term | Definition | Key Differences |
|---|---|---|
| Hours Worked | Total time under employer control. | Includes all time permitted to work. |
| Overtime | Hours worked beyond the standard workweek. | Specifically refers to extra hours eligible for higher pay. |
| On-call Time | Time when an employee must be available for work. | May or may not be compensated as hours worked. |
If you believe your hours worked are not being accurately recorded or compensated, consider the following steps:
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Hours worked includes any time you are under the control of your employer, including on-call time and breaks if required to stay on the premises.