When Should I Pay for Continuing Education?

Authors

Jodi Schafer SPHR, SHRM-SCP, Principal, HRM Services, Williamston, MichiganFollow

Abstract

This article outlines legal requirements for compensating staff for Continuing Education (CE) under the Fair Labor Standards Act. Training time is considered "hours worked" unless it is voluntary, outside regular hours, non-job-related, and involves no productive work. If these criteria are not met, employers must pay for training and associated travel time, including it in overtime calculations. While mileage reimbursement is not federally mandated, many practices offer it as a benefit. Creative cost-saving measures include stipends or in-office lunch-and-learns. Establishing a clear, written policy in the employee handbook is essential for consistent application and can serve as a valuable tool for staff retention.

Recommended Citation

Schafer, Jodi SPHR, SHRM-SCP (2026) "When Should I Pay for Continuing Education?," The Journal of the Michigan Dental Association: Vol. 108: No. 1, Article 10.
Available at: https://commons.ada.org/journalmichigandentalassociation/vol108/iss1/10