29 C.F.R. § 776.4 Workweek Standard

• Library: Code of Federal Regulations
• Edition: 2023
• Currency: Current through October 31, 2023

(a) The workweek is to be taken as the standard in determining the applicability of the Act. 13 Thus, if in any workweek an employee is engaged in both covered and noncovered work he is entitled to both the wage and hours benefits of the Act for all the time worked in that week, unless exempted therefrom by some specific provision of the Act. The proportion of his time spent by the employee in each type of work is not material. If he spends any part of the workweek in covered work he will be considered on exactly the same basis as if he had engaged exclusively in such work for the entire period. Accordingly, the total number of hours which he works during the workweek at both types of work must be compensated for in accordance with the minimum wage and overtime pay provisions of the Act.

13 See Gordon's Transports v. Walling, 162 F. 2d 203 (C.A. 6) certiorari denied 332 U.S. 774; Walling v Fox-Pelletier Detective Agency, 4 W.H. Cases 452 (W.D. Tenn.) 8 Labor Cases 62,219; Walling v. Black Diamond Coal Mining Co., 59 F. Supp. 348 (W.D. Ky.); Fleming v Knox, 42 F. Supp. 948 (S.D. Ga.); Roberg v Henry Phipps Estate, 156 F. 2d 958 (C.A. 2). For a definition of the workweek, see §778.2(c) of this chapter.

(b) It is thus recognized that an employee may be subject to the Act in one workweek and not in the next. It is likewise true that some employees of an employer may be subject to the Act and others not. But the burden of effecting segregation between covered and noncovered work as between particular workweeks for a given employee or as between different groups of employees is upon the employer. Where covered work is being regularly or recurrently performed by his employees, and the employer seeks to segregate such work and thereby relieve himself of his obligations under sections 6 and 7 with respect to particular employees in particular workweeks, he should be prepared to...