“They volunteered to help. Do I have to pay them?”

Volunteers are the backbone of many nonprofit organizations. But simply calling someone a “volunteer” doesn’t automatically mean the relationship qualifies as unpaid volunteer service under employment law.

Recent U.S. Department of Labor guidance offers a timely reminder that the details matter, particularly when an existing employee also wants to volunteer for the same organization.

Questions can arise around whether the individual truly offered their services voluntarily, whether there is any expectation of compensation, and, for employees who also volunteer, whether the volunteer activities are the same or similar to their regular paid duties.

California employers and nonprofits have another layer to consider because state wage-and-hour rules may differ from federal requirements. What looks like ordinary volunteer service could, depending on the circumstances, potentially cross the line into compensable work.

The point to ponder: If your organization relies on volunteers or your employees sometimes “volunteer” at events or after hours, are you confident those arrangements meet the legal requirements?

Not sure? Chase Law Group can help you review your volunteer practices before a well-intentioned arrangement becomes a wage-and-hour issue. Contact Chase Law Group or call us at 310-545-7700.

Have questions about your volunteer practices?
Contact Chase Law Group or call 310-545-7700 to make sure your organization is on the right track.

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_{Please note that this article is for informational purposes only and should not be considered legal advice and does constitute an attorney-client relationship. It is recommended to consult with an attorney and your insurance carrier directly for specific guidance pertaining to your business and its practices.}