Recordkeeping that meets FLSA standards
To stay in compliance with the Fair Labor Standard Act (FLSA) employers must following minimum wage laws, overtime pay, youth employment standards and recordkeeping.
In order to follow standards for proper recordkeeping, employers must keep certain records on file for non-exempt workers for as long as three years. Records must include an employee's full name and security number, address, birth date if younger than 19 and gender.
Additionally, they must note an employee's occupation, the time and date when a workweek starts and how many hours they work each day. They must also keep track of the total number of hours employees have worked each workweek.
If a Wage and Hour Division representative launches an investigation of a business, they will also expect businesses to keep accounts of payroll, including whether employees get paid hourly, weekly or per-item and include an hourly rate of pay, the total earnings based on daily or weekly numbers and total overtime earnings for each workweek. They must also note the total wages and when payments were issued for each payperiod.
Employers can choose whatever method they prefer for tracking employee's time and attendance, such as a timeclock, timekeeping software or even by hand as long as records are complete and accurate.
In order to follow standards for proper recordkeeping, employers must keep certain records on file for non-exempt workers for as long as three years. Records must include an employee's full name and security number, address, birth date if younger than 19 and gender.
Additionally, they must note an employee's occupation, the time and date when a workweek starts and how many hours they work each day. They must also keep track of the total number of hours employees have worked each workweek.
If a Wage and Hour Division representative launches an investigation of a business, they will also expect businesses to keep accounts of payroll, including whether employees get paid hourly, weekly or per-item and include an hourly rate of pay, the total earnings based on daily or weekly numbers and total overtime earnings for each workweek. They must also note the total wages and when payments were issued for each payperiod.
Employers can choose whatever method they prefer for tracking employee's time and attendance, such as a timeclock, timekeeping software or even by hand as long as records are complete and accurate.
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