Employers can use timeclock to accurately track hours worked
Even though the Fair Labor Standards Act (FLSA) does not require the use of timeclocks to accurately record employee attendance, they can help employers avoid underpaying or overpaying workers.
Employees can use timeclocks to keep precise track of the amount of time an employee spends at work. However, early or late punching is not counted toward time worked, by FLSA standards. For example, if employees clocks in early for a shift, they are not guaranteed pay unless they are doing work during that time.
The FLSA permits employers to round the amount of time an employee works to the nearest five or ten minutes, presuming that results average out equally in favor of employers and employees. This practice is not acceptable if, over a period of time, employers fail to count all of an employee's work time.
Additionally, the FLSA does not require employers compensate employees for insignificant time worked. Employers may disregard inconsistent and insignificant time spent outside of the regularly scheduled hours that cannot precisely be recorded for payroll purposes. This rule only applies for very short - a matter of seconds or minutes - that employees and employers are not certain they can definitely calculate.
Employees can use timeclocks to keep precise track of the amount of time an employee spends at work. However, early or late punching is not counted toward time worked, by FLSA standards. For example, if employees clocks in early for a shift, they are not guaranteed pay unless they are doing work during that time.
The FLSA permits employers to round the amount of time an employee works to the nearest five or ten minutes, presuming that results average out equally in favor of employers and employees. This practice is not acceptable if, over a period of time, employers fail to count all of an employee's work time.
Additionally, the FLSA does not require employers compensate employees for insignificant time worked. Employers may disregard inconsistent and insignificant time spent outside of the regularly scheduled hours that cannot precisely be recorded for payroll purposes. This rule only applies for very short - a matter of seconds or minutes - that employees and employers are not certain they can definitely calculate.
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