what comp time policy should I set for my team?

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This post was written by Alison Green and published on Ask a Manager .
A reader writes:
I head an agency with around 40 employees. I’m struggling with our policy on compensatory time for travel. For years, every waking minute during travel, from departure to return, has been counted as work time, with staff receiving comp time for any time over eight hours per day. For example, an employee leaves at 8 am to drive five hours to conference destination, participates in an evening event ending at 10 pm. Employee counts a 14-hour day. Important to note that this employee is exempt, a division head, and earns in excess of six figures.
I would contend that conference attendance is a perk and she is not an hourly employee, so this should really be an eight-hour day. What is a reasonable policy here? Is there a distinction between a conference (often at a desirable destination) and required travel to perform ordinary work tasks?
I answer this question — and two others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here .
Other questions I’m answering there today include:

How do I keep a client out of my personal space?
Cooking a roast at work

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what comp time policy should I set for my team?

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