Hoosier Banker 31 201 North Illinois Street, Suite 1400 Capital Center, South Tower • Indianapolis, Indiana 46204-4212 T: 317.464.4100 • F: 317.464.4101 • salawus.com No challenge too great…we’ll get you there. < JOHN TANSELLE < DEBRA MASTRIAN < STEPHEN STITLE < MARTHA LEHMAN LARRY TOMLIN > MARK WENZEL > BRANDT HARDY > CHRISTINE DUNCAN > < ANDREW PODGORNY < MADALYN KINSEY CARRIE HILL < The information in this article is provided for general information purposes only and does not constitute legal advice or an opinion of any kind. You should consult with legal counsel for advice on your institution’s specific legal issues. * Under the continuous workday doctrine, generally, the time between the start and completion of an employee’s principal activity or activities on the same workday is compensable time. An employee is considered to be on duty when commencing the first principal work task of the day, meaning the first task that is integral and indispensable to the employee’s position. works for a few hours from home, goes to her medical appointment, then travels to the office to work for the remainder of the day. The travel time from home to the doctor’s office was 45 minutes. The travel time from the doctor’s office to the office was 15 minutes. In both scenarios, the administrator concluded that the travel time was considered “off duty” or normal commuting time, even though the travel occurred during the regular workday or office hours. The employee had sufficient time in between the office and telework periods to use her time effectively and for her own personal activities before she resumed working. The administrator also noted that the travel time was not compensable under the worksite-to-worksite travel or “continuous workday doctrine” because the employee was not required to travel as part of her job, and the employee was using the time for her own personal reasons.* Employers should have accurate timekeeping systems and should educate nonexempt employees regarding the difference between working and nonworking time, reminding them of their duty to clock in and out and to accurately record all hours worked. Employers should also consider implementing or updating teleworking policies to address the various issues presented by telework, including clarification that the time that employees effectively use for their own personal activities during the workday is not compensable. The policies should also address issues of procedure for submitting and approving requests to telework, use of equipment, compliance with company policies and security of company information. HB A communications toolkit created by the Indiana Bankers Association helps member banks share good-news stories with media outlets. Additionally, the toolkit provides an optional quicklink webform for submitting updates to Hoosier Banker, such as bank hires/promotions, branch openings, community service and more. View the toolkit at: indiana.bank/communications-toolkit. Access the webform at: indiana. bank/submit-news. For more information, contact Laura Wilson at lwilson@indiana.bank, 317-333-7146. HB Toolkit Helps ‘Tell the Story’ of Banking
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