Employers can avoid compliance violations by providing non-exempt workers with mobile timeclocks. As more consumers invest in mobile technology, such as smartphones and tablets, which allow them to stay connected and work remotely, there have been an increasing number overtime lawsuits from non-exempt employees who claim they are owed additional pay.

Non-exempt employees, by the Fair Labor Standards Act (FLSA) are guaranteed minimum wage and overtime pay - one-and-a-half the regular pay rate - for any hours worked outside of the regular 40-hour workweek.

Employers are facing problems complying with the laws when non-exempt employees use mobile devices to work remotely. Increasingly, mobile workers claim they are not being compensated accurately because of an inability to track hours.

Employers can reduce the risk of FLSA violation and expensive lawsuit settlements by coming to agreements with non-exempt employees about remote work and providing them with a way to record time spent performing job duties. Timeclocks are now available on mobile applications that employees can download to their mobile phones. With these services, on-the-go workers can punch in and out no matter where they are. Supervisors can also use the platform to monitor and enforce employee attendance policies. 

---

All data and information provided on this news blog is for informational purposes only. Infinisource makes no representations as to accuracy, completeness, suitability, or validity of any information on this site and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis. Information regarding employment suits and other legal action is not updated after publication, and may not be current.