Introduction
Ordinarily, where a non-exempt, hourly employee commutes to and from an MIT or other local work site, the employee is not entitled to additional compensation for such travel time. This is the case even where the employee must commute to different work sites for the job/position. Thus, for example, a non-exempt employee who normally works on campus but who is assigned to work at Lincoln Laboratory for the day is not entitled to compensation for the time spent commuting between home and Lincoln Laboratory.

However, when a non-exempt, hourly employee is traveling for business purposes-as opposed to commuting-he/she must be compensated in accordance with the following guidelines:

Travel Not Involving An Overnight Stay
All time, with the exception of meal times, spent by an employee in authorized travel on official business, when an overnight stay is not required, is normally considered as time worked for pay purposes. However, travel time between the employee's home and the airport, railroad or bus station is considered commuting time; therefore, no compensation is necessary for that time.

For example, a non-exempt MIT employee who flies to New York to attend a meeting and returns home the same day should be compensated for the time spent traveling to and from the meeting (including cab rides, etc.), except for the time traveling back and forth from home and the airport.

Travel Involving An Overnight Stay
"Travel Status," as used in these guidelines, encompasses the period of time between the employee's departure from home or regular place of work, whichever is later, and return to home or regular place of work, whichever is earlier. "Travel status" therefore includes all time an employee spends working while away from his/her regular work site, as well as all non-working time; e.g. sleeping or other personal activities, such as socializing with colleagues.

"In Transit" refers to that part of travel status during which the employee is actually traveling from the point of departure to the destination and return, or between points on an itinerary. It does not include travel to and from the Boston-area airport, railroad or bus station.

In general, an employee should not suffer any loss or realize a gain in regular (base) earnings as a result of travel. All time spent in "travel status", including time spent "in transit", during the employee's regular working hours and in the regular work week, is considered as hours worked for pay purposes. Thus, for example, a non-exempt employee, who is regularly scheduled to work Monday through Friday from 9 a.m. to 5 p.m. and who flies to Washington, D.C. for a two-day conference, is entitled to compensation on the first day for time spent traveling to the conference after 9 a.m. and the time spent at the conference or elsewhere until 5 p.m. On the second day, the employee should be compensated for time spent attending the conference, traveling, or engaging in other activities between 9 a.m. and 5 p.m. The employee should not be paid for the time spent flying home after 5 p.m.

Travel Involving Weekends and Holidays
Time spent "in transit" on Saturdays, Sundays, and holidays during hours that correspond to the employee's regular working hours should be counted as time worked for pay purposes. For instance, an employee who is regularly scheduled to work Monday through Friday from 7 a.m. to 3 p.m. and who takes the train home from a three-day business trip to New York City on Saturday should be paid for any hours spent on the train between 7 a.m. and 3 p.m.

Time spent in "travel status" on Saturdays, Sundays and holidays, but not "in transit", is not counted as time worked for pay purposes, provided the employee is relieved of all work duties and responsibilities. Such time may include hours spent sleeping, eating, or engaged in other personal activities.

Sleeping Periods While "In Transit"
Time required to be spent "in transit" during the customary sleeping period (typically defined as 11:00 p.m. to 7:00 a.m.) is counted as time worked unless the employee is provided with adequate sleeping accommodations and is permitted to occupy the accommodations for an uninterrupted period of not less than 6 hours. Thus, for example, an employee should be compensated for time spent taking the "red-eye" from Los Angeles to Boston.

Compensation and Overtime
A non-exempt, hourly employee who is compensated for travel time in connection with any of the above scenarios will be paid at his/her normal wage rate. If such travel time causes the employee to work over 40 hours in a work week (or over 8 hours in a day, if required by an applicable collective bargaining agreement), the employee is entitled to overtime.

The application of these guidelines in specific instances can be complex. Managers and Administrative Officers are encouraged to consult their HRO for guidance before travel occurs.