It should be obvious that employees cannot be required to perform services for their employers as “volunteers.” This is properly seen by the Department of Labor as a ruse to avoid paying wages or overtime. By contrast, volunteers such as those who donate their services to public service, religious or humanitarian organizations, are not considered employees and do not expect to be paid.

However, the United States Department of Labor has a set of regulations (29 CFR 553.100 and the following) concerning volunteers which prevent employees from volunteering services even for non-profit organizations, and even when the employee is truly volunteering and is not being coerced by the organization.  Under the Department of Labor rules, an individual cannot sometimes be an employee and sometimes be a volunteer for the same organization; in other words, all hours of work by that  individual must be treated as paid time.

In practical terms, this means that any employee who has been allowed to perform services as a “volunteer” can later make an unpaid wage claim based upon his or her assignments both as an employee and as a volunteer, which in some cases can amount to hundreds of hours of unpaid time, including overtime.  To prevent such a risk, the employer has no choice but to prohibit employees from also participating in the organization as volunteers.

The purpose of these rules in benign; to prevent unscrupulous employers from coercing employees into working for free as ostensible volunteers.  But rigid enforcement of the rules can have an unfortunate effect on some charitable organizations.  Volunteer ambulance companies provide an example.  The ambulance companies typically have a small set of paid employees who are on duty for weekday shifts, when volunteers are at their day jobs.  The volunteers then provide staff on evenings and weekends.  The volunteers would be the obvious candidates to fill in as per diems when paid employees take vacation or personal time.  But even though they may be true volunteers whose volunteer shifts greatly outnumber their occasional paid shifts, under the Department of Labor regulations, the occasional paid shift would disqualify them from continuing as a volunteer.

 

Written by:

Published In:

DOL

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Pullman & Comley - Labor, Employment and Employee Benefits Law | Attorney Advertising

Don't miss a thing! Build a custom news brief:

Read fresh new writing on compliance, cybersecurity, Dodd-Frank, whistleblowers, social media, hiring & firing, patent reform, the NLRB, Obamacare, the SEC…

…or whatever matters the most to you. Follow authors, firms, and topics on JD Supra.

Create your news brief now - it's free and easy »

All the intelligence you need, in one easy email:

Great! Your first step to building an email digest of JD Supra authors and topics. Log in with LinkedIn so we can start sending your digest...

Sign up for your custom alerts now, using LinkedIn ›

* With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name.
×
Loading...
×
×