EMPLOYMENT
By Jeffrey Freedman and Elizabeth AvedikianAs employers rely increasingly on technology to connect and communicate with their employees, work may more easily be performed "off-the-clock" before or after an employee's official workday. Particularly for nonexempt employees paid on an hourly basis, time spent on certain off-the-clock activities may be compensable. In Rutti v. Lojack Corp., Inc., the 9th U.S. Circuit Court of Appeals hel...
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