Most people enjoy the end of Daylight Saving Time as it generally means an extra hour of sleep for the weary. But what about those working when the clock “falls back”? The end of Daylight Saving Time presents a challenge for employers who have nonexempt employees working the overnight shift.
The first challenge comes from the requirement that employers must pay employees for all time worked. When Daylight Saving Time ends, a nonexempt employee working at 2:00 a.m. will have worked the hour of 1:00 a.m. to 2:00 a.m. twice. Employers must pay that employee one additional hour of pay unless the employee’s shift was adjusted in anticipation of the time change.
The second challenge is related to the first, but adds an additional piece that employers have to consider come payday — overtime. A nonexempt employee who is working when Daylight Saving Time ends may be entitled to overtime compensation as a result of the clocks rolling back one hour. Employers must include an additional hour of work in determining how many hours the employee worked that day and that week, which may require paying overtime compensation.
While employees get the benefit of one extra hour of pay in the fall, the opposite is true in the spring when Daylight Saving Time begins.
Employers should make sure whatever timekeeping system they use takes into account this change in time to avoid wage and hour claims from nonexempt employees working those overnight shifts.
Nevada Association of Employers is here to help you navigate these wage and hour issues. Contact our team of HR professionals by phone or email to ensure you are in full compliance with the law.
Since 1938, the Nevada Association of Employers (NAE) has been providing Nevada companies with services and support to help them successfully operate and grow their businesses. NAE continues to offer time-tested services and support for our members. All the while, we employ innovative practices that keep our clients at the forefront of the ever-changing business climate.
