California law mandates that employees be compensated for all the time they spend at work. However, many employees are not aware of their rights regarding compensation for time spent going through security checks or waiting in line before or after work.
In California, employers must pay their employees for all the time they are required to be on duty, including the time they spend waiting for security checks or other security measures at the workplace. This is because time spent waiting or undergoing security checks is considered “hours worked” under California law.
The California Supreme Court’s Decision
In 2018, the California Supreme Court issued a ruling in the case of Troester v. Starbucks Corporation, which addressed the issue of whether employers must pay their employees for time spent on minor tasks after clocking out for the day. The case was brought by Douglas Troester, a former Starbucks employee who claimed that he was not paid for the time he spent closing the store after clocking out.
The Supreme Court ruled that California law requires employers to pay their employees for all the time they spend on work-related tasks, regardless of how long or short the task is. The Court also ruled that employers cannot use the de minimis doctrine, which allows employers to disregard small amounts of time that are difficult to record, to avoid paying their employees for work-related tasks.
The Impact on Security Checks
The ruling in Troester v. Starbucks has significant implications for employees who are required to undergo security checks or other security measures at their workplace. Prior to the ruling, some employers argued that the time spent waiting for security checks or going through security measures was too minimal to be compensated. However, the Supreme Court’s decision in Troester makes it clear that even small amounts of time spent on work-related tasks must be compensated.
California law requires that employees be paid for all time spent on the employer’s premises, which includes time spent waiting for and undergoing security checks. This means that if an employee is required to go through a security check before or after their shift, they must be paid for that time.
What to Do if You Have Not Been Compensated
If you believe that you have not been properly compensated for time spent waiting for or undergoing security checks, it is important to take action. You may be entitled to back pay for the time you were not compensated, as well as other damages.
It is important to document the time you spend waiting for or undergoing security checks, as well as any conversations you have with your employer regarding compensation. This documentation can be used as evidence in a complaint or lawsuit.
Contact our employment attorneys today for a free consultation regarding your specific situation.
Conclusion
California law requires employers to compensate their employees for all the time they spend on work-related tasks, including time spent waiting for or undergoing security checks. The Supreme Court’s ruling in Troester v. Starbucks reinforces this requirement and makes it clear that even small amounts of time spent on work-related tasks must be compensated.
If you believe that you have not been properly compensated for time spent waiting for or undergoing security checks, it is important to take action.