An employer may set a different hourly pay rate for training, provided that the hourly rate for training is at least minimum wage. Your employer should be paying its employees for their time spent watching the training on DVD. The training hours count as work hours for overtime purposes. You should be paid for training time in your next pay check, and not quarterly. I would encourage you to consult in person with an employment lawyer. If you have a viable claim for unpaid overtime, then you could recover double damages and your employer could be required to pay your attorneys' fees. If you have a viable claim for unpaid wages, then you could recover treble damages and recover your attorneys' fees. Good luck.