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What you need to know about “Reporting Time Pay” in California

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Have you heard the term “Reporting Time Pay” here in California?  Is your organization complying with this?  California law requires employers in California to pay “reporting time pay” under the applicable Wage Order.  This requires that when an employee is scheduled to report for work and in fact reports to work, but is not put to work or is furnished less than half of their usual or scheduled day’s work, the employee shall be paid for half the usual or scheduled day’s work, but in no event for less than two (2) hours no more than four (4) hours, at the employee’s regular rate of pay, which cannot not be less than the minimum wage. 

Here’s the breakdown –  

Scheduled HoursAmount of Reporting Time Pay Owed 


Is there a time that reporting time pay doesn’t apply?  

The California Wage Orders provide that employers are not required to pay overtime pay during the following circumstances: 

  • When operations cannot begin or continue due to threats to employees or property, or when civil authorities recommend that work not begin or continue; or 
  • When public utilities fail to supply electricity, water, or gas, or there is a failure in the public utilities, or sewer system; or 
  • When the interruption of work is caused by an Act of God or other cause not within the employer’s control, for example, an earthquake. 

Good news is employers are not required to pay reporting time pay if the employee voluntarily leaves work early.  For example, if the employee becomes sick or must attend to personal issues outside of work and leaves early, then the employer is not obligated to pay reporting time pay. 

How about required meetings when employees aren’t scheduled to work?  Is reporting time pay owed? 

There may be times you require employees to attend meetings. The Division of Labor Standards Enforcement (DLSE) gives the following advice about reporting time pay and required attendance at meetings: 

  • When the employee is required to attend a meeting on a day he/she is not scheduled to work, you must pay reporting time pay. 
  • If the meeting takes place on an employee’s regularly scheduled work day but the employee must return sometime after the end of his/her shift to attend the meeting, you must pay two hours of reporting time pay. 

Need assistance navigating through this tricky California law?  Bizhaven can help!  Contact us today for a FREE HR Compliance review. 


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