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Timesheet Enforcement
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
No matter what we have tried, there is still a problem getting ouir professional employees to understand the need for timely timesheet submission. We are a small Texas company (20 employees) and need
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Forums » Topic Forums » Legal Forum » Timesheet Enforcement
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Timesheet Enforcement
posted at 12/28/2006 3:06 AM EST
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Posts: 1
First: 12/28/2006 Last: 12/28/2006 |
No matter what we have tried, there is still a problem getting ouir professional employees to understand the need for timely timesheet submission. We are a small Texas company (20 employees) and need for each position is very strong, so threatening with termination is not a good option at all. All employees are degreed scientists/engineers/computer programmers in salaried positions.
I am considering the following options for making sure our employees turn in their timesheets on time: A: the employee's paycheck will be held until the following (2 week) pay period. We would have each person sign a statement acknowledging that this will happen and that they authorize this action. B: If the timesheet is late we will fill one out for them and charge ALL of their 40 hours to their vacation/leave bank - again, with their signed acknowledgement on file. So - will this be legal as long as they sign a statement??? david |
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Timesheet Enforcement
posted at 12/28/2006 6:05 AM EST
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
You'd have to check with Texas wage & hour law, but generally an employer may not withhold or delay pay, even if the employee has failed to record his/her time, and even if the employee has signed a statement.
Do not let skill scarcity make you hostage to employees who will not comply with company policy. If they can't be bothered with timesheets, what else can't they be bothered with? Remind them of your policy and why it is in place. If you can't bill your clients timely and accurately, that's a direct impact on your bottom line. Going forward with each successive offense: verbal discussion/oral warning written warning final written warning termination |
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