Reporting time pay is compensation owed to an employee who shows up for a scheduled shift but is sent home early or given less work than expected. It exists to protect workers from last-minute schedule changes that leave them without income.
California is the state most associated with this requirement, though other states have similar rules.
Which states require reporting time pay?
California has the most detailed rules. Other states with similar requirements include New York, New Jersey, Massachusetts, Oregon, and Connecticut.
State | Key rule |
California | At least half of scheduled hours, minimum 2 hours, maximum 4 hours |
New York | At least 4 hours at minimum wage or scheduled hours if less than 4 |
New Jersey | At least 1 hour of pay if employee reports to work |
Massachusetts | At least 3 hours at minimum wage |
How is reporting time pay calculated?
In California, the formula is: pay the employee for half their scheduled hours, with a floor of 2 hours and a ceiling of 4 hours. All at their regular rate of pay.
For example, if someone is scheduled for 8 hours and is sent home after 1 hour, they are owed 4 hours of pay (half of 8, capped at 4).
When does reporting time pay apply?
It kicks in when an employee reports to the worksite for a scheduled shift and is provided less than half their scheduled hours of work.
It can also apply when an employee is required to report back to work a second time in one day and is given less than two hours of work on that return.
Are there exceptions to reporting time pay?
Yes. California exempts employers from paying it when the shortened shift results from a natural disaster, utility failure, or civil unrest that threatens property or workers.
It also does not apply if the employee is unable or unwilling to work the full scheduled time.
Does reporting time pay count toward overtime?
No. Reporting time pay is a separate obligation and is not included in the calculation of hours worked for overtime purposes in California.
Key Takeaways
Description | |
Definition | Pay owed when an employee reports to work but is sent home early |
California rule | At least half of scheduled hours, between 2 and 4 hours, at regular pay rate |
Applies to | Non-exempt employees in states with reporting time pay laws |
Does not count toward | Overtime hour calculations |
Exceptions | Natural disasters, utility failures, employee unavailability |
Frequently Asked Questions
Does reporting time pay apply to remote workers?
Generally no. Reporting time pay applies when an employee physically reports to a worksite. Remote workers typically cannot claim it.
What if an employee is sent home voluntarily?
If the employee chooses to leave early, reporting time pay typically does not apply. It is triggered by the employer sending the employee home.
Is reporting time pay the same as call-in pay?
They are related but not identical. Call-in pay refers more broadly to pay for being required to be available or for being called in with little notice. Reporting time pay specifically covers showing up at the scheduled time and being released early.
Do salaried employees get reporting time pay?
In most states, reporting time pay applies only to non-exempt employees. Exempt salaried employees are generally not covered.
