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This Week at Work: An HR and Employment Law ShowAuthor: AAIM EA
The only show to offer employers and Human Resource professionals practical and timely insights into the workplacePowered by AAIM Employers Association and Ogletree Deakins. A Feature Group USA production.This Week at Work is the only show about the workplace that offers you front row seats AND a microphone, featuring human resource professionals and experts in employment law to bring you practical, timely and accurate insights so you can more effectively lead your organization. Join Phil, Burt, and other subject matter experts every Thursday at 7:30 am Central, for topics ranging from people management and compensation trends, to decoding the federal and local laws affecting your organization. This Week at Work was proud to be the premier news source and sounding board for human resource professionals and business owners who fought for their businesses during the height of the COVID-19 pandemic. The feedback our podcast received was humbling - and you better believe well be on the front line helping you build an even stronger workplace during the next crisis. Language: en Genres: Business, Courses, Education, Management Contact email: Get it Feed URL: Get it iTunes ID: Get it |
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Comp Time: What Every Employer Needs to Know Before Offering Time Off Instead of Overtime
Episode 368
Tuesday, 11 August, 2026
Comp time sounds like a simple, employee-friendly benefit—but for many employers, it's actually one of the most misunderstood and legally risky practices in the workplace. Today, we'll separate fact from fiction and explain what every HR professional and business leader needs to know before offering time off instead of overtime pay. Phil Brandt and Burt Garland discuss the legal implications. Five Common Misconceptions "Employees agreed to it." Employee agreement does not eliminate FLSA obligations. Protected wage rights generally cannot be waived simply because both parties prefer another arrangement. "We're a small company." Many smaller employers remain subject to federal overtime requirements. Organization size alone does not determine coverage. "They're salaried." Salary alone does not determine exempt status. Job duties, salary basis, and applicable legal tests determine whether overtime rules apply. "Flexible schedules are illegal." Not at all. Employers can often adjust schedules within the same workweek to avoid overtime while remaining compliant. The key is that overtime calculations are based on the workweek—not future weeks. "We've always done it this way." Longstanding practice does not create legal compliance. Many wage-and-hour investigations begin after an employee complaint reveals an informal policy that has existed for years.
