Show-Up Time / Reporting Time Requirements by State

Author: Michael Cardman, XpertHR Legal Editor

Under the federal Fair Labor Standards Act, an employer does not have to pay employees who show up at work as scheduled but are sent home before they can perform any work. However, some states have laws and regulations requiring that employees be paid a certain amount if they report for duty but are not provided a full shift's worth of work. The following chart summarizes these requirements, as well as any applicable exemptions.


State Eligibility Pay Requirements Exemptions
Alabama N/A N/A N/A
Alaska N/A N/A N/A
Arizona N/A N/A N/A
Arkansas N/A N/A N/A
California Employees who are required to report to work but are not put to work or are provided with less than half of the usual or scheduled day's wages. At least half of the usual or scheduled day's worth of pay at the employees' regular rate of pay, but no less than two hours and no more than four hours.

Show-up time requirements do not apply if:

  • Operations cannot continue or commence due to threats to employees or property;
  • Civil authorities recommend that operations not continue or commence;
  • There is a failure in public utilities or sewer system;
  • The interruption is caused by an act of God or other cause not in the control of the employer;
  • The employee is not fit to work;
  • The employee has not reported to work on time and is fired or sent home as a disciplinary action;
  • The employee is on paid standby status; or
  • The employee has a regularly scheduled shift of less than two hours, such as a relief cashier who works only during a one-hour period in the middle of the day.
Employees who are required to report for work a second time on any one workday and are furnished less than two hours of work on the second reporting. At least two hours of pay at the employees' regular rate of pay.
Colorado N/A N/A N/A
Connecticut Employees of restaurants who report for a regular work shift (unless given adequate notice the day before to the contrary) or who are called in to work. At least two hours of pay at the minimum wage if the employees are able and willing to work for two hours. If the employees are unwilling or unable to work two hours, the employers must keep on file a statement signed by the employees in support of this situation. For employees in the mercantile trades, the show-up time requirements may be waived in instances of regularly scheduled employment of less than four hours (as mutually agreed in writing between employer and employee and approved by the Connecticut Department of Labor), as long as the minimum daily pay is at least twice the applicable minimum hourly rate.
Employees of beauty shops, laundry trades, cleaning and dying trades, and mercantile trades who by request or by permission of the employer report for duty. At least four hours of pay at the employees' regular rate of pay or at the minimum wage, whichever is higher. Employees of laundry trades need only be paid three hours' of pay when their employer's regular working day on Saturday is less than four hours.
Delaware N/A N/A N/A
District of Columbia Employees who report for work under general or specific instructions but are given no work or are given fewer than four hours of work. At least four hours of pay at the employees' regular rate of pay for any hours actually worked and at the minimum wage for hours not worked. If employees are regularly scheduled for less than four hours per day, they need only be paid for their regularly scheduled hours.
Florida N/A N/A N/A
Georgia N/A N/A N/A
Hawaii N/A N/A N/A
Idaho N/A N/A N/A
Illinois
N/A N/A N/A
Indiana N/A N/A N/A
Iowa N/A N/A N/A
Kansas N/A N/A N/A
Kentucky N/A N/A N/A
Louisiana N/A N/A N/A
Maine N/A N/A N/A
Maryland N/A N/A N/A
Massachusetts Employees who are scheduled to work three or more hours and who report for duty at the time set by the employer, but who are not provided with the expected hours of work. At least three hours of pay at the minimum wage. An employer need only pay an employee for the hours actually worked if the employee is, in good faith, scheduled for less than three hours. The show-up time requirements do not apply to charities.
Michigan N/A N/A N/A
Minnesota N/A N/A N/A
Mississippi N/A N/A N/A
Missouri N/A N/A N/A
Montana N/A N/A N/A
Nebraska N/A N/A N/A
Nevada N/A N/A N/A
New Hampshire Employees who report to work at their employer's request. At least two hours of pay at the employees' regular rate of pay.

Show-up time requirements do not apply to:

  • Counties;
  • Municipalities; and
  • Employers that make a good-faith effort to notify an employee not to report to work.

If the employee reports to work after the employer's attempt to notify him or her has been unsuccessful, or if the employer is prevented from making notification for any reason, the employee is required to perform the duties assigned by the employer at the time the employee reports to work.

New Jersey Employees who report for duty at their employer's request. At least one hour of pay at the employees' applicable wage rate. Show-up time requirements do not apply if the employer has made available a minimum number of hours of work that had been previously agreed to.
New Mexico N/A N/A N/A
New York Employees who by request or permission of the employer report for work.

At least four hours or the number of hours in the regularly scheduled shift, whichever is less, of pay at the basic minimum hourly wage. For employees who are called in to staff meetings, the New York State Department of Labor interprets regularly scheduled shift based on:

  • The frequency of the meeting's occurrence;
  • The regularity of the meeting's occurrence;
  • The employee's ability to anticipate the meeting's occurrence; and
  • Whether the employees in attendance would consider the meeting outside of their regularly scheduled work hours.
N/A
Employees working in the Hospitality Industry who by request or permission of the employer report for work.
  • At least three hours of pay (or the number of hours in the regularly scheduled shift, whichever is less) at the employees' applicable wage rate for one shift;
  • At least six hours of pay (or the number of hours in the regularly scheduled shift, whichever is less) at the employees' applicable wage rate for two shifts totaling six hours or less; or
  • At least eight hours of pay (or the number of hours in the regularly scheduled shift, whichever is less) at the employees' applicable wage rate for three shifts totaling eight hours or less.
North Carolina N/A N/A N/A
North Dakota N/A N/A N/A
Ohio N/A N/A N/A
Oklahoma N/A N/A N/A
Oregon Employees under the age of 18 who report to work but are sent home before beginning their shift. Either one hour of pay at the employees' regular rate of pay or the wages the employees would have earned for one half of the scheduled shift, whichever is greater.

Show-up time requirements do not apply if circumstances beyond the employer's control -- including but not limited to acts of nature, emergencies and unforeseeable equipment failures -- prevent the performance of the minor's work during the scheduled hours, or if:

  • The employer has a policy describing how notice will be provided to minors telling them not to report to work;
  • The policy is posted in a conspicuous place frequented by employees;
  • The employer communicates the policy to the minor prior to the first day of work; and
  • The employer makes a good-faith attempt to follow its policy so as to give the minor notice not to report to work before he or she must leave home.
Pennsylvania N/A N/A N/A
Rhode Island Employees who report for duty at the request or permission of their employer but are not provided at least three hours of work. At least three hours of pay at the employees' regular rate of pay. Show-up time requirements do not apply if the employees are prevented from working a normal shift by reason of events beyond the control of the employer or by acts of God.
South Carolina N/A N/A N/A
South Dakota N/A N/A N/A
Tennessee N/A N/A N/A
Texas N/A N/A N/A
Utah N/A N/A N/A
Vermont N/A N/A N/A
Virginia N/A N/A N/A
Washington N/A N/A N/A
West Virginia N/A N/A N/A
Wisconsin N/A N/A N/A
Wyoming N/A N/A N/A