Required to work for free?

I think you should pose that question to your states labor board to see if your agency is in compliance. It's important for you to keep a log of all of your time for future reference. In my opinion, you should be paid for those 15 minutes.

I'm always 10-15 minutes early for report. I want a complete report not a pt is fine dash out the door situation. Often it means the outgoing nurse can leave on time or a little early. If I'm relieved by a member from my agency the favor is returned and I get to leave on time or early.

Usually the staff nurses are the ones that swan int at 10 minutes past.

Cloudy Sue,

Here's a thread I found that's similar to what you're asking. I haven't read all responses , but many feel the same way as you do.

I know your DOL would be able to answer your question.

Arriving early and not clocking in - Nursing for Nurses

When I did private duty for an agency, I was only required to come in 5 min. early for report. And with only one patient, that really is all that is needed. The agency is only reimbursed for the time the nurse actually gives care so I can't imagine any agency paying for 15 min of report time several times a day.

I had a nurse who relieved me regularly for a 24/7 case I was on. She always came 10 to 15 min late. Since I worked 4 to 5 x/week, I was giving her an hour or more of my pay each week. So I talked to her and told her I was not going to tolerate it any longer and that I would sign out at the time I actually left. They meant if I signed out 15 min late, she had to sign in 15 min. late and she was the one who lost the pay, not me. It was amazing how quickly she was able to get there on time when I started doing that.

Kyasi

I've worked for six different agencies in three different states and have never heard of such a thing (I guess I've had a sheltered life) . Report is an important part of continuity of care. It's part of the job. No agency wants to pay for the extra time, so prepare written reports and read the nurse notes. In actuality, most people get to work a few minutes early anyway (sheltered life again?) and the patients status is discussed.

The trend overall not to pay minimum wage for orientation, no evening or night shift differential, subnormal wages as in paying RNs LPN or tech wages, and the list is growing as the day rolls on are all things that I have been forced to endure. The hospital hiring freeze and outsourcing has forced me to take incredible abuse. Not only are we not paid for such things as you mention but not even paid when we have to stay longer to meet the unexpected needs of the client from an ethical point of view. The alternative is to be there for a paycheck and leave on the dot. My conscience can't deal with that type of nursing. I am in Christian missions, if you ask me, laying down my life for the sick as opposed to having a job.

I can't stress enough how important it is for us to make certain that these practices are legal rather than just blindly accepting them.

I worked for a home health agency in California where in many instances we did not get breaks or lunch due to extremely heavy work schedules even though that goes against the DOL requirements. It went on for a number of years until someone reported the practice to the DOL. After that, the DOL investigated the agencies records and found them in violation of California labor law and proceeded to give them a hefty fine. In addition, the agency had to give us back pay for all of the break and lunch times we didn't receive. It was a very expensive lesson for the agency and afterwards, they were extremely careful in making certain we had time for breaks/lunch.

Look to the dept of labor, fair labor standards act, fact sheet #22: (here's a portion of what it says)....

"Definition of "Employ"

By statutory definition the term "employ" includes "to suffer or permit to work." The workweek ordinarily includes all time during which an employee is necessarily required to be on the employer's premises, on duty or at a prescribed work place. "Workday", in general, means the period between the time on any particular day when such employee commences his/her "principal activity" and the time on that day at which he/she ceases such principal activity or activities. The workday may therefore be longer than the employee's scheduled shift, hours, tour of duty, or production line time.

Application of Principles

Employees "Suffered or Permitted" to work: Work not requested but suffered or permitted to be performed is work time that must be paid for by the employer. For example, an employee may voluntarily continue to work at the end of the shift to finish an assigned task or to correct errors. The reason is immaterial. The hours are work time and are compensable."