![]() ![]() ![]() For enforcement purposes this practice of computing working time will be accepted, provided that it is used in such a manner that it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked. The Division of Labor Standards Enforcement (DLSE) issued an Opinion Letter on Jstating that storage of records by electronic means meets the requirements of California law if the records are (1) retrievable in the State of California, and (2) may be printed in an indelible format upon request of either the employee or the. Presumably, this arrangement averages out so that the employees are fully compensated for all the time they actually work. It has been found that in some industries, particularly where time clocks are used, there has been the practice for many years of recording the employees' starting time and stopping time to the nearest 5 minutes, or to the nearest one-tenth or quarter of an hour. However, the Department of Labor does not require any specific system for collecting this information, stating that any timekeeping plan is acceptable as long. Minor differences between the clock records and actual hours worked cannot ordinarily be avoided, but major discrepancies should be discouraged since they raise a doubt as to the accuracy of the records of the hours actually worked. While there are no time clock laws that mandate that all employees clock in and clock out, employers are required to keep accurate records of all non-exempt employees’ hours worked. Their early or late clock punching may be disregarded. Employers can also set a radius around a work location where workers must clock in and out using. Why bother requiring your staff to clock in and out Legal obligation and assistance. California law requires all work be on-the-clock. Employees can clock in and out on the Timeero mobile app. Clocking in and out can prevent a whole number of problems from arising. In those cases where time clocks are used, employees who voluntarily come in before their regular starting time or remain after their closing time, do not have to be paid for such periods provided, of course, that they do not engage in any work. In California, its illegal for an employer to require you to work off-the-clock. And allowing nonexempt employees to work off the clock. It’s also how managers and small business owners track payroll and wages, manage attendance, and keep accurate records for Fair Labor Standards Act purposes. (a) Differences between clock records and actual hours worked. Under the FLSA, its against federal law for hourly and nonexempt employees to work off the clock. Clocking in and out is the most accurate way for employees to track the hours that they work, log their shifts, and calculate overtime. ![]()
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