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Aside from the obvious toll work-related emails take on general quality of life and overall health/wellbeing, Stephanie, I also wonder about the more mundane "compensation" impact. What is the overtime exposure?

I have heard that many home workers in non-exempt or marginally exempt positions have been required to sign agreements not to engage in work activities "after hours." Are such workers required to disconnect (workwise) at some point lest they violate US or Canadian overtime regulations? Can an overtime-eligible worker be denied time and a half pay for email work done from home outside their standard forty hours?

The overtime exposure could be significant. There have been several lawsuits relating to this issue. A few years ago, about 50 police officers in Chicago filed a lawsuit seeking overtime pay for off-duty hours spend monitoring and responding to emails and phone calls on company-issued mobile devices.

The so-called "Blackberry Lawsuit" not only raises issues about "after-hours" work, but also exempt/non-exempt classification questions...

Here's an article from the Chicago Tribune that outlines the lawsuit: http://www.chicagotribune.com/business/ct-overtime-smartphones-0720-biz-20150717-story.html

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