Engaged to Wait vs. Waiting to be Engaged

As an employee, it is important that you are aware of your right to financial compensation for your employment and work hours. This is true even for the hours you spend waiting to do work. Within the details set by the Fair Labor Standards Act (FLSA) there is a distinction between two different types of employee wait time: “waiting to be engaged” and “engaged to wait”. Understanding this distinction can help you make sure you are being appropriately compensated by your employer.

If you have been improperly compensated for the hours you have worked, you deserve compensation for your unpaid wages. Contact the Houston employment attorneys of the Ross Law Group at 713-482-6910 to learn more about your legal rights from a knowledgeable attorney.

Distinctions in Waiting

The FLSA make the distinction that an employee “waiting to be engaged” is not eligible for compensation while an employee “engaged to wait” should be paid for his or her time. Determinations of whether or not a person’s waiting time qualifies for compensation are usually based on the following:

• What formal and informal agreements have been made between the employee and employer
• How the working agreement was formed
• The nature of the service being performed
• How this service relates to the waiting time
• Any other unique circumstances

If a dispute regarding waiting time compensation arises, the above will be considered to determine if a person was wrongfully denied compensation.

Contact Us

Having the support of an experienced wage dispute attorney can help you make a strong fight for the wages you have earned. Contact the Houston employment attorneys of the Ross Law Group at 713-482-6910 to learn more about your legal options from an experienced attorney.