Staff Meetings Without Pay?

[Ladyhawke_18]

What is the name of your state? Georgia

My cousin is working at a busy doctor's office as a receptionist/ secretary. She's only getting 6.50 an hour, but that's not even the reason I'm posting.

The issue she's wondering about is, they have staff meetings 1 to 3 times a month. This meeting lasts 30 minutes and usually a 5 dollar meal of Chinese food is provided, however an hour pay is deducted as if the employees had gone on lunch.

Number one, shouldn't employees of this caliber be given paid lunches?

Number two, is it legal to be taking that time out of her check when she is participating in office business?

And lastly, one might argue that he is paying for the food, so she is getting compensation, just not monetarily, HOWEVER she makes more than 4 or 5 bucks an hour, so it would not be exact compensation.

Enlighten us, please.

 

[Beth3]

Number one, shouldn't employees of this caliber be given paid lunches? I'm not sure whether you mean their meal should be paid for (which is not required by law) or whether the time must be paid for (which is required by law.)

Number two, is it legal to be taking that time out of her check when she is participating in office business? No, it is not legal. If the meetings are mandatory, the time must be paid. Even if the meetings were voluntary, if the employer derives a "benefit" from the employees' attendance, the time must be paid.

one might argue that he is paying for the food, so she is getting compensation, just not monetarily, HOWEVER she makes more than 4 or 5 bucks an hour, so it would not be exact compensation. Wage and hour laws don't consider paying for a meal as a fair exchange for not paying for the time. Doesn't matter if the employer bought her a meal costing $100.

Your cousin has two options: (1) Tell the proper management person at work that she believes state and federal wage and hour laws are being violated and suggest the employer look into this immediately so they can rectify the situation before anyone complains to the State (small employers in particular often are ignorant of employment laws and this may be an honest if stupid mistake on their part); (2) contact GA's DOL and file a complaint.