For many workers, mandatory meetings and quick “check-ins” are a routine part of the job. These conversations are increasingly happening outside employees’ regular work hours, thanks to the rise of Zoom meetings and the accessibility demands that have come with the broader acceptance of remote work.
That raises some important questions about workers’ legal rights. For instance, what happens when these meetings take place before, after, during unpaid breaks, or on your day off? Are you supposed to be paid for that time?
Mandatory meetings and check-ins—no matter how short—generally count as work time in both California and Washington. That means workers must be paid for the time they spend attending these meetings. Employers who refuse to pay employees for this time are on the hook for back pay, not to mention premium pay for overtime and missed breaks in some cases, as well as additional penalties. They also open themselves up to potential class actions.
At Justice Law Corporation, our California wage and hour attorneys help working people fight back when they are ripped off or shortchanged on the job. We are seasoned lawyers who have dedicated our professional lives to these cases and have a significant track record of success.
If you are frequently participating in unpaid meetings or other required work communications, you may have a legal claim for unpaid wages or overtime. Understanding your rights is the first step to ensuring your employer follows the law.
Here is what you need to know.
If It’s Mandatory, It’s Work
If you are required to attend a meeting in person or participate remotely, that generally is work time that must be compensated. That is especially true for employees in states like California and Washington, where state law provides broader wage and hour protections than federal law.
Employees must be paid for all “hours worked,” which includes all time that they are required to be on duty or are under their employer’s control. It even includes on-call time in which workers are waiting to be told whether they need to come in for a shift, in some situations.
Time spent at mandatory meetings generally qualifies as “hours worked.” This includes staff meetings, shift huddles, check-ins, virtual calls, and required training sessions. It also includes “pre-shift” meetings to discuss assignments or updates for the day, as well as end-of-shift wrap-ups.
Minimum Wages and Overtime Pay
Employees in California and Washington have a wide range of legal rights and protections on the job. That includes the right to be paid at least a minimum wage and to get a higher rate for overtime work.
The minimum wage in California currently starts at $16.50 statewide and is set to rise to $16.90 per hour in 2026, with higher wage floors in certain cities and counties. There are also different minimum pay requirements for workers in certain healthcare and fast food jobs.
The current minimum wage in Washington is $16.66 per hour and is set to rise to $17.13 per hour in 2026, with additional increases to track inflation in the following years. Several cities and counties in Washington have also raised the wage floor above the state minimum.
Both states also require employees to be paid 1.5 times their regular rate for any work performed beyond 40 hours in a workweek. The overtime rate in California, but not Washington, increases to twice the regular pay rate for hours worked beyond 12 in a day or 8 on the seventh consecutive day in a workweek.
The minimum wage and overtime requirements apply to required meetings and check-ins. Violations often affect large groups of employees and span months or even years, resulting in employers underpaying workers in substantial sums over time.
‘It Only Took a Minute’ Meetings and Check-Ins
Many employers now expect quick check-ins by text, Slack, Teams, or email. Employers sometimes argue that the time is too small to count.
If your employer expects you to be reachable and responsive, that is generally compensable. This includes situations where employees must:
- Respond to messages as part of “on-call” duty
- Confirm availability or assignments
- Complete required forms or updates
- Reply to managers about scheduling or tasks
- Participate in short video check-ins
Regardless of whether the meetings and communications “only take a minute,” employees must be paid for their time.
‘Voluntary’ Meetings
Similarly, many employers seek to avoid paying workers for meetings by labeling them as “voluntary.” Most of these meetings are really mandatory.
A meeting is only truly voluntary if:
- Your job will not be affected if you do not attend
- You face no pressure or expectation to participate, and
- You are not performing productive work for the employer during the meeting
If you feel you are expected to attend or believe that skipping will impact your job, the meeting is not voluntary.
Ensuring Your Rights and Getting Paid
Anyone who has been wrongly forced to attend meetings or communicate with their employers off the clock and without pay has the right to take legal action.
Workers in California and Washington can file claims with state and federal agencies to request investigations. Employees can also file lawsuits against their employers, seeking back pay, unpaid overtime, interest, attorneys’ fees, and other remedies.
Groups of employees can also join together to take action when their employers violate wage and hour or other workplace laws. Employment class actions help workers level the playing field with large corporations by allowing them to pursue claims in a single case.
Our California Wage and Hour Attorneys Can Help
If you believe that your employer is violating your rights on the job, whether it is by being underpaid or in other terms and conditions, you do not need to go it alone. A California wage and hour attorney at Justice Law Corporation can help you evaluate your claim and understand your rights and options. Contact us at (818) 230-7502 to schedule a free consultation with a California wage and hour attorney.
