RW Employment Law Blast: Daylight Savings

By Rudman Winchell Attorney

 

The end of Daylight Savings Time can have a surprising impact for employers of non-exempt employees working the overnight when the time changes.  The following example is given by the DOL.  If you have an employee working a shift from 11:00 p.m. to 7:30 a.m. the next day on the Sunday that Daylight Savings Time ends at 2:00 a.m., “the employee works the hour from 1:00 a.m. to 2:00 a.m. twice because at 2:00 a.m. all of the clocks are turned back to 1:00 a.m. Thus, on this day the employee worked 9 hours, even though the schedule only reflected 8 hours.”  Consequently, that individual will have to be compensated for all 9 hours worked and keep in mind that this may potentially put them in an overtime situation.   

 

Anne-Marie   Storey |   Attorney

The   Graham Building | 84 Harlow Street

P.O.   Box 1401 | Bangor, Maine 04402-1401

tel:   207.947.4501 | fax: 207.941.9715

astorey@rudmanwinchell.com

                                                                     

Disclaimer


These materials have been prepared by Rudman Winchell for educational purposes only. They should not be considered legal advice. The transmission of this information to you is not intended to create a lawyer-client relationship. Readers should not act upon this information without seeking professional counsel. You should not send any confidential or private information to Rudman Winchell until a formal attorney-client relationship has been established, in writing.