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Scenario is an exempt employee (i.e. salaried) goes to a conference. They fly out on a Sunday. There are a couple of things happening on that Sunday (opening reception and such) but nothing that is required, they just get there to be settled and ready for the events that start on Monday.
Then the employee goes to their manager and asks if they are able to take a "comp day" (day off without using the time accrued in their Time Off bank) since they travelled for work on that Sunday.
Is that legit? Should the employee get a comp day for that Sunday? Is your opinion different if the employee is non-exempt?
I think the employee is being petty. Flying out Sunday for a conference that starts Monday morning isn't necessarily considered "work", you're just sitting on a plane for a period of time. If you're going to get into that game, then why not allow all employees comp time for all time traveling to and from work? It's the same concept. So it took me an hour to get to work today due to heavy traffic, I'm leaving an hour early to make up for that hour spent in traffic. Imagine trying to keep track of that?
Scenario is an exempt employee (i.e. salaried) goes to a conference. They fly out on a Sunday. There are a couple of things happening on that Sunday (opening reception and such) but nothing that is required, they just get there to be settled and ready for the events that start on Monday.
Then the employee goes to their manager and asks if they are able to take a "comp day" (day off without using the time accrued in their Time Off bank) since they travelled for work on that Sunday.
Is that legit? Should the employee get a comp day for that Sunday? Is your opinion different if the employee is non-exempt?
For an exempt employee, it would be nice of the manager to grant a comp day, but it's not legally required. For a non-exempt employee, overtime pay would likely be required if the total hours for the week exceeded the statutory number of hours they are subject to. Federal law requires overtime pay after 40 hours in a week. California requires overtime for more than 8 hours in a day as well as for over 40 per week or for working 7 days in a row.
I think the employee is being petty. Flying out Sunday for a conference that starts Monday morning isn't necessarily considered "work", you're just sitting on a plane for a period of time. If you're going to get into that game, then why not allow all employees comp time for all time traveling to and from work? It's the same concept. So it took me an hour to get to work today due to heavy traffic, I'm leaving an hour early to make up for that hour spent in traffic. Imagine trying to keep track of that?
Sunday is not a normal work day. If you're flying somewhere, that time is not yours to use as you please; it's now business time. I know a lot of people think going to a conference or to a business meeting is like jetting off for vacation somewhere, but a mix of boredom in the room and boredom in the meeting. But I know people, who never travel for work by the way, that think even paying for meals is wrong "because you have to eat at home anyway." Never mind that restaurant meal is way, way, way more expensive that eating at home.
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I flew from Seattle to Las Vegas every April for 12 years for a week-long business conference, and I am exempt. I was paid for my travel time because I flew on Mondays, returned on Fridays, both work days and my travel was for work. If someone chose to fly there on the weekend it was their choice, usually to have fun before the conference, so exempt or not they did not get pay nor comp time for the travel.
Sunday is not a normal work day. If you're flying somewhere, that time is not yours to use as you please; it's now business time. I know a lot of people think going to a conference or to a business meeting is like jetting off for vacation somewhere, but a mix of boredom in the room and boredom in the meeting. But I know people, who never travel for work by the way, that think even paying for meals is wrong "because you have to eat at home anyway." Never mind that restaurant meal is way, way, way more expensive that eating at home.
Well okay then how about my example of travel time to and from work every day? 5:01pm is not a normal work time for me, why should I not get comped for that time as well?
What about sales or client service people who work on salary/commission who travel extensively, often times during off hours and weekends? Are you really going to try and grant them PTO time every time they travel off hours?
I flew from Seattle to Las Vegas every April for 12 years for a week-long business conference, and I am exempt. I was paid for my travel time because I flew on Mondays, returned on Fridays, both work days and my travel was for work. If someone chose to fly there on the weekend it was their choice, usually to have fun before the conference, so exempt or not they did not get pay nor comp time for the travel.
But how would that work if the conference starts very early on Monday a.m. and someone is flying cross country? It would not be possible for them to fly in Monday before 8am to make the conference on time. They don't really have a choice necessarily.
I traveled for years on Saturday (returning from a week of business somewhere) or on Sunday (traveling out for business somewhere, same situation as the OP described) and was never “officially” provided a “comp day.”
I did, however, mention to my manager that I would take time off when times were slack, due to long travel days. On “gentleman’s agreement” type terms. My managers never had any issues with that.
I suggest speaking to your manager about it and get his/her feedback. Exempt employees are not compensated by hours worked, but by the value they provide to the company.
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