{"id":994,"date":"2020-11-04T05:37:06","date_gmt":"2020-11-04T10:37:06","guid":{"rendered":"https:\/\/katzmelinger.wpenginepowered.com\/?p=994"},"modified":"2026-03-20T18:10:56","modified_gmt":"2026-03-20T22:10:56","slug":"deben-pagar-los-empleadores-de-nueva-york-el-tiempo-de-capacitacion-voluntaria","status":"publish","type":"post","link":"https:\/\/katzmelinger.com\/es\/blog\/2020\/11\/are-new-york-employers-supposed-to-pay-employees-for-time-in-voluntary-training-programs\/","title":{"rendered":"\u00bfSe supone que los empleadores de Nueva York deben pagar a los empleados por el tiempo invertido en programas de formaci\u00f3n voluntaria?"},"content":{"rendered":"

Aunque esto parece una pregunta sencilla, la respuesta es que depende. Esta cuesti\u00f3n est\u00e1 regulada en detalle en la Ley Federal de Normas de Trabajo Justo (FLSA) y sus reglamentos \u2013 el cuerpo principal de la legislaci\u00f3n federal que la regula.\u00a0Asuntos relacionados con los salarios y la jornada laboral<\/a>\u00a0Para la mayor\u00eda de los empleadores.<\/p>\n

Nueva carta de opini\u00f3n de WHD<\/h2>\n

El 3 de noviembre de 2020, la Divisi\u00f3n de Salarios y Horas (WHD) del Departamento de Trabajo de los Estados Unidos (DOL) public\u00f3 un\u00a0Carta de opini\u00f3n sobre salarios y horas de trabajo<\/a>\u00a0(FLSA2020-15) sobre este tema. La DOL, a trav\u00e9s de la WHD, es la agencia federal principal encargada de hacer cumplir la FLSA. Las cartas de interpretaci\u00f3n de la WHD son interpretaciones oficiales de la FLSA en respuesta a solicitudes de empleadores y otros miembros del p\u00fablico sobre c\u00f3mo se aplica la ley a escenarios espec\u00edficos.<\/p>\n

\u00bfCu\u00e1ndo se convierte la formaci\u00f3n voluntaria en trabajo?<\/h2>\n

La WHD explica la base de la FLSA: Un empleador debe pagar a una persona que emplea \u2013es decir, \u201cobligarla a trabajar o permitirle hacerlo\u201d\u2014 por el tiempo trabajado. Aunque la ley no define \u201ctrabajo\u201d, la Corte Suprema de los Estados Unidos ha dicho que depende de si el tiempo se dedica \u201cprincipalmente al beneficio del empleador o al beneficio del empleado\u201d.\u201d<\/p>\n

As\u00ed que la cuesti\u00f3n se vuelve si asistir a un curso de formaci\u00f3n es principalmente para beneficio del trabajador o del empleador. En primer lugar, la FLSA establece que asistir a un curso de formaci\u00f3n durante el horario laboral habitual que est\u00e9 directamente relacionado con el trabajo es tiempo compensable. Despu\u00e9s, la situaci\u00f3n se vuelve m\u00e1s compleja.<\/p>\n

Los reglamentos de la FLSA especifican que el tiempo que un empleado dedica a asistir a programas de formaci\u00f3n, conferencias y actividades similares no se considera tiempo de trabajo remunerado si se cumplen todos los cuatro factores siguientes:<\/p>\n

    \n
  1. La asistencia no se realiza durante las horas normales de trabajo.<\/li>\n
  2. La asistencia es voluntaria.<\/li>\n
  3. La formaci\u00f3n no est\u00e1 directamente relacionada con las obligaciones laborales del empleado.<\/li>\n
  4. El empleado no trabaja durante la sesi\u00f3n de formaci\u00f3n.<\/li>\n<\/ol>\n

    Adem\u00e1s, aunque la formaci\u00f3n est\u00e9 directamente relacionada con la descripci\u00f3n del puesto de trabajo de la persona, en dos \u201csituaciones especiales\u201d el tiempo de formaci\u00f3n no se considera tiempo de trabajo y no es necesario que se le pague una compensaci\u00f3n:<\/p>\n

      \n
    1. La formaci\u00f3n del empleador proporciona beneficios para el empleado que \u201ccorresponden a cursos ofrecidos por instituciones independientes y de buena fe en el \u00e1mbito de la ense\u00f1anza\u201d y que pueden ser impartidos tanto por el empleador como por una instituci\u00f3n independiente de formaci\u00f3n. No se debe clasificar como tiempo de trabajo remunerado la asistencia del empleado fuera de las horas de trabajo voluntaria y si el tema est\u00e1 directamente relacionado con el trabajo de la persona, ni tampoco si el empleador paga la propia formaci\u00f3n.<\/li>\n
    2. Incluso si el curso est\u00e1 relacionado con el trabajo, si un empleado decide por su propia voluntad asistir a una \u201cescuela independiente, universidad o escuela de formaci\u00f3n profesional fuera del horario laboral\u201d, no se le pagar\u00e1 como \u201choras trabajadas\u201d.\u201d<\/li>\n<\/ol>\n

      Este art\u00edculo aborda un tema complejo en el \u00e1mbito de la legislaci\u00f3n federal sobre salarios y horas de trabajo. La carta de opini\u00f3n, disponible en el enlace anterior, proporciona ejemplos espec\u00edficos que aportan mayor claridad.<\/p>\n

      Este tema es importante tanto para los empleados como para los empleadores. Un empleador de Nueva York puede solicitar asesoramiento a un abogado laboralista de antemano para estar preparado con pol\u00edticas y procedimientos que aborden la cuesti\u00f3n antes de que los empleados realicen dichos cursos de formaci\u00f3n. Los empleados que creen que deber\u00edan haber recibido un pago por su tiempo dedicado a las sesiones de formaci\u00f3n anteriores pueden consultar con un abogado sobre posibles v\u00edas legales.<\/p>","protected":false},"excerpt":{"rendered":"

      While this sounds like a straightforward question, the answer is that it depends. This matter is actually regulated in some detail under the federal Fair Labor Standards Act (FLSA) and its regulations \u2013 the main body of federal law governing\u00a0wage-and-hour matters\u00a0for most employers. New WHD opinion letter On Nov. 3, 2020, the Wage and Hour […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[5,6,7],"tags":[],"class_list":["post-994","post","type-post","status-publish","format-standard","hentry","category-employment-law-for-employees","category-employment-law-for-employers","category-wage-and-hour-overtime"],"acf":[],"yoast_head":"\nAre New York employers supposed to pay employees for time in voluntary training programs? | Katz Melinger PLLC<\/title>\n<meta name=\"description\" content=\"While this sounds like a straightforward question, the answer is that it depends. This matter is actually regulated in some detail under the federal Fair Labor Standards Act (FLSA) and its regulations \u2013 the main body of federal law governing wage-and-hour matters for most employers. 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