- Pre-shift and post shift work.
For example, an employer is not required to compensate employees for time spent “changing clothes.” In Sandifer v. U.S. Steel Corp., the Supreme Court held that the FLSA’s reference to clothes encompasses protective gear necessary for job performance, so an employee does not need to be compensated for time spent donning and doffing protective gear.
In Integrity Staffing Solutions, Inc. v. Busket al., the Supreme Court held that time employees spend waiting to undergo and actually undergoing security screenings after work each day is not compensable time.
There are other types of compensable time, of course, and other situations in which time isn’t compensable even if it appears to fit into one of the categories above. Remember that employers are required to keep records of all compensable time, including time spent on email or text correspondence that occurs outside normal working hours.