Labor laws clocking in and out how to#

Be prepared to follow through with any disciplinary actions outlined in the company policy.

Also, be clear that you can no longer tolerate it. In this case, be transparent about why clocking in early is a real problem for the company. Some employees might not understand why them clocking in early is a problem to begin with, so they don’t take your warnings and requests seriously. But you’ll likely want their pay to come with disciplinary actions for disobeying company policy. Remember, you’re still responsible for paying for all time employees are clocked in, whether they’ve agreed that overtime must be pre-approved or not.

Labor laws clocking in and out how to#

Also, within your policy, communicate other important information related to clocking in for work such as where, when, and how to clock in, expectations associated with clocking in regularly, disciplinary actions if they fail to clock in on time, and even timesheet rounding practices if applicable within the company. Some employees purposefully clock in early to accumulate overtime pay, so having this in place will provide official documentation that a company policy is in place if you must take disciplinary action.īe sure to have employees sign that they’ve received the handbook as a formal acknowledgment of their understanding of the policy. You want to have a policy in place clearly stating overtime pay must be pre-approved by a manager.

In doing so, you put yourself at risk of receiving Fair Labor Standards Act violations. One important note to keep in mind is that you can’t withhold pay from employees. 6 Ways to manage employees who clock in early While there’s no one size fits all approach to resolving this issue, you can try different strategies to determine the best fit for your company. However, there are ways to resolve this situation, so you’re not continually forced to pay your employees who clock in before their scheduled time. This is true even if they’re not working because it’s difficult for you to prove so once they’re officially in the system. In this case, you must pay them for any time they’re on the clock. Now what? This is a common problem with non- exempt employees, and as the employer, you must walk the line between following labor laws and ensuring your employees follow company policy.Īccording to the Fair Labor Standards Act, a US labor law regulating minimum wage requirements, overtime pay, and similar regulations, along with other state laws, you must pay your employees for the time they work - whether they’re clocked in or not. Your employees clock in early but wait until their scheduled start time to begin working.