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Salried Employees Clock in and out
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Salried Employees Clock in and out
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
Can we have our exempt salaried employees clock in and out?
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Forums » Topic Forums » Legal Forum » Salried Employees Clock in and out
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Salried Employees Clock in and out
posted at 12/20/2010 8:51 AM EST
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
That includes all employees, including the CEO if that is company policy. And yes, there are many reasons outside payroll where is it smart to know who is working when. Here are just a few:
For example, if you dont' know how many hrs an employee is working, how do you know whether you are over or understaffed? I always tell exempts that it is to their advantage, because then management can see exactly how many extra hours they are putting in. Of course, most don't like to have to clock in and out, but it in no way jeopardizes their exempt status. You can even bonus them based on hours but it is best if it is not tied directly to hours. And you do still have to be careful anytime you want to dock their wages. Another example -- say you get into a lawsuit and you have to prove who was or wasn't at work at a specific time many weeks ago -- a timeclock system would give you exactly what you needed ...otherwise you would then be guessing. It can also be useful for seeing patterns of when employees took timeoff etc. Of course if you have coded entryways, etc, you might also be able to get that data elsewhere...as far as knowing who is in the office and when. If you ever have to go back and recreate hours on someone that should not have been exempt, it is sure better to know the hours than to recreate them or than to be forced to use whatever the employee thinks they were (which is generally higher than actual!) |
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Salried Employees Clock in and out
posted at 12/28/2010 10:54 AM EST
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
And an example that happened yesterday. I got a call from the TWC about an unemployment claim. The ex-ee was claiming that the locaiton manager didn't work on the 24th or the 25th. I know the location was closed on the 25th because of Thanksgiving. But I also thought the manager had worked the 24th.
While on the phone with the TWC, I was able to check the time clock and tell her the exact work times (12:28pm-8:08pm) on the 24th that the exempt manager had worked. Took the wind out of the sales of the ex-ee because she stated she couldn't contact the mgr because he wasn't there...and I could prove he was. If I hadn't had the timeclock, I could possibly have stated, he was on the schedule from time1 to time2 but not that he was truly there. But by being able to say the exact times when he had to use the computer on site to clock in, it was obvious that I knew exactly when he was there and was not making it up. |
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Salried Employees Clock in and out
posted at 12/29/2010 8:15 AM EST
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Posts: 217
First: 3/22/2005 Last: 8/29/2011 |
Another advantage is one of safety. If there were an emergency of some kind, you could immediately run a report and let fire/safety know who was on site at the time. It makes it much easier to know and make informed decisions often in a hurry. |
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