If you do plan to set up disciplinary measures for failing to clock in and out, make sure you write them in your employee handbook. In this case, the burden then falls on the manager to make sure that employee is clocking in and to talk to them if the problem persists. For example, a human resources representative can contact that employee’s manager to alert them to the time clock issue. If an employer can’t dock an employee’s pay for failing to clock in or out, they can take other measures to reinforce the importance of accurately measuring time worked. What Disciplinary Options Do Employers Have? Employees must be paid for the exact number of hours they worked, regardless of whether or not they remembered to clock in. Oftentimes, employers ask if they can dock the pay of employees who fail to clock in or out - or withhold pay entirely that day. “The Act requires no particular form for the records, but does require that the records include certain identifying information about the employee and data about the hours worked and the wages earned.Each employer shall preserve for at least three years payroll records, collective bargaining agreements, sales and purchase records.” This means that if your employee forgets to clock in and still works a full day, your payroll team has to adjust the schedule to account for the employee’s hours worked, and pay that team member accordingly. What Are the Federal Recordkeeping Requirements?Īccording to the Fair Labor Standards Act (FLSA), employers need to keep records on the number of hours each of their employees worked - regardless of whether their employees clock in and clock out. It is also important for employers to know if employees are clocking in. Learn what the law says about employees who don’t clock in and what managers can do about it in this quide we created for you. This has lead some employers and staffing agencies asking: do I really have to pay these employees? If they don’t record their hours properly, how can I know that they are honest about their times they arrived and left? Regardless of how frustrating these mistakes are, employers still have to pay their employees. Large businesses spend hours each month training employees how to clock in and making adjustments when they forget to correctly account for their hours. This isn’t unique to small companies with new time management policies, either. One of the biggest frustrations employers face is getting employees to clock in and clock out at work.
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