Imagine this scenario: Your employee arrives for her shift without the required safety equipment, and you send her home. Later, she returns, clocks in for 30 minutes, but then leaves because she feels sick. Now, you’re wondering—do you owe her reporting time pay?
What Is Reporting Time Pay?
Under California wage laws, employers must pay reporting time pay in two key situations:
1. When a Scheduled Shift Is Cut Short
If an employee reports to work as scheduled, but the employer cancels the shift or provides less than half of the scheduled or usual hours, reporting time pay is required. The employee must receive:
At least half of their scheduled or usual hours
- A minimum of two hours of pay
- A maximum of four hours of pay
🔗 Learn more about wage laws from the California Department of Industrial Relations (DIR)
2. When an Employee Reports to Work a Second Time
If an employee is required to return to work later in the same workday but is given less than two hours of work, they must be paid for the difference between their actual hours worked and a two-hour minimum.
When Reporting Time Pay Is NOT Required
There are specific exemptions where reporting time pay is not required, including:
- Business Disruptions – When operations cannot start due to threats, civil authority recommendations, or security risks.
- Public Utility Failures – When electricity, water, gas, or sewer services fail.
- Acts of God – When natural disasters or other uncontrollable events prevent work.
- Paid Standby Status – If the employee is on-call or standby and gets called in outside their usual shift.
For a full list of exceptions, check out the California Labor Code
Does Reporting Time Pay Apply If an Employee Leaves Voluntarily?
The California Department of Industrial Relations (DIR) clarifies that reporting time pay is only owed when the employer prevents the employee from working.
Here’s the distinction:
- No Reporting Time Pay Owed – If the employee chooses to leave for personal reasons, such as illness, a family emergency, or other voluntary circumstances.
- Reporting Time Pay Is Owed – If the employer sends the employee home due to missing safety gear, a scheduling conflict, or another non-exempt reason.
Applying the Rules to Our Scenario
Let’s break down what happens in this case:
- Employee Arrives Without Safety Gear – If the employer sends her home for not wearing proper safety equipment (e.g., steel-toed boots), then reporting time pay is owed.
- Employee Returns, Works 30 Minutes, and Goes Home Sick – Since she left voluntarily due to illness, no reporting time pay is required for the second instance.
Enforcing Workplace Policies While Staying Compliant
Just because an employee is entitled to reporting time pay doesn’t mean they can’t be held accountable. If your company has a written policy requiring specific safety gear, like hard hats or protective gloves, you can:
- Discipline employees for violations
- Implement a progressive disciplinary policy for repeat offenses
- Clearly communicate expectations for workplace safety
🔗 Need help updating your workplace policies? Our team at Consult HR Services can help ensure compliance and clarity in your employee handbook.
Final Thoughts
Reporting time pay laws are nuanced, and improper handling can result in wage claims or compliance violations. If you’re unsure whether reporting time pay is owed in a specific situation, consulting an HR professional or employment law expert is the best course of action.
Need expert HR guidance? Contact Consult HR Services today to ensure your business stays compliant with California labor laws.
