Reporting Time Pay

What Is Reporting Time Pay?

Reporting Time Pay is a labor law protection that applies when an employee reports to work as scheduled but is sent home early or not given work. The purpose is to compensate our educator's for showing up when they were not notified in advance that their shift was canceled or shortened.

Reporting Time Pay rules vary by state, so eligibility depends on where the work is performed. This applies for when you arrive to a school and you are no longer needed or if your school cancelled last minute as you arrived to your placement.

California (CA)

California has strict Reporting Time Pay requirements under state labor law.

When Reporting Time Pay Applies

• If you report to work as scheduled and are not provided with at least half of your usual or scheduled shift.

How Much Is Paid

• You are paid half of your scheduled shift
• Minimum: 2 hours
• Maximum: 4 hours

Examples

• If you are scheduled for a 6-hour shift and sent home upon arrival, you should be paid 3 hours.
• If you are scheduled for a 4-hour shift and only work 1 hour, you should receive 2 hours of pay.

When Reporting Time Pay Does NOT Apply

You may not be eligible if you are sent home due to:

• Natural disasters (fires, earthquakes, severe storms)
• Utility outages (power or water failures)
• Public transportation failures that prevent work from continuing

Colorado (CO)

Colorado does not have a state-specific Reporting Time Pay law.

• Payment is based on:
• Employer policy
• Employment agreements or contracts

In some cases, federal law (FLSA) may apply, particularly for on-call or scheduled shifts, which can require payment for a portion of the scheduled time.

Arizona (AZ)

Arizona does not require Reporting Time Pay under state law.

There is no specific Arizona labor law mandating Reporting Time Pay.

• Eligibility depends on:
• Employment contracts
• Union agreements
• Industry-specific rules (if applicable)

Federal law (FLSA) may apply in limited circumstances.

Minnesota (MN)

Minnesota does not have a formal Reporting Time Pay law like California.

• Employees are generally paid for actual hours worked.
• In certain situations, federal law (FLSA) may apply and require minimum compensation if a scheduled shift is cut short.

Michigan (MI)

Michigan does not have a Reporting Time Pay law.

• Educators are paid only for the hours actually worked.
• Exception:
• If an educator is required to wait on-site before it is determined that they are not needed for the day, that waiting time may be considered hours worked and should be compensated.

Illinois (IL)

Illinois does not have a Reporting Time Pay law.

• Educators are paid only for the hours actually worked.
• Exception:
• If an educator is required to remain on the premises while awaiting a decision about whether they are needed, that time may count as hours worked and should be paid.

Kansas (KS)

Kansas does not have a Reporting Time Pay law.

• Educators are paid only for the hours actually worked.
• Exception:
• If an educator is required to wait on-site before being told they are not needed, that waiting time may qualify as hours worked and should be compensated.

Important Reminder

Reporting Time Pay rules depend on:

• The state where you worked
• The reason the shift ended early
• Employer policies and contracts

If you believe Reporting Time Pay may apply to your situation, we recommend calling us at 213-516-6054 or emailing us at help@zeneducate.com for additional assistance. If you know the contact information of your account manager, you can contact them as well. Please provide the contact below when communicating with us:

• Your scheduled shift time
• How long you were scheduled to work
• The state where the assignment took place

We’re happy to review your specific situation and provide guidance. You may review the Employee Handbook here for additional information. Thank you!