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Timesheet Submission
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Timesheet Submission
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Hello! I have a question about when timesheets need to be submitted. The majority of our staff is non-exempt and gets paid on an hourly basis. We submit our timesheets every two weeks but we have to s
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Forums » Topic Forums » Legal Forum » Timesheet Submission
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Timesheet Submission
posted at 8/24/2012 12:30 PM EDT
on Workforce Management
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Posts: 1
First: 8/24/2012 Last: 8/24/2012 |
Hello! I have a question about when timesheets need to be submitted. The majority of our staff is non-exempt and gets paid on an hourly basis. We submit our timesheets every two weeks but we have to submit them before noon on the last Friday of the time period, so we have to guess how long we will be at work by the end of the day. I'm wondering if this is legal? Should timesheets be submitted AFTER the end of the work day (ie the following Monday)? Thank you for your input. |
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Re: Timesheet Submission
posted at 8/24/2012 1:58 PM EDT
on Workforce Management
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Posts: 222
First: 9/29/2011 Last: 5/15/2013 |
The quick answer is yes, it's legal. If you're concerned that there may be misrepresentations of time worked for the last few hours of the pay period, then you need to look at what payroll processing/timekeeping systems you have in place. Are there enough resources in payroll to process the hours to meet the pay day timeline? Adequate systems? With all the automated time keeping systems available, there's no reason that timekeeping data can't be electronically gathered and quickly processed. |
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Re: Timesheet Submission
posted at 8/28/2012 11:55 AM EDT
on Workforce Management
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Posts: 2
First: 6/6/2012 Last: 8/28/2012 |
In Response to Re: Timesheet Submission: You can set your pay week to be any period of seven, consecutive 24-hour periods. Is there some reason you cannot just re-set your pay weeks to run from Friday through Thursday? The problem I see with people having to turn in their time before they actually work it would be if someone ended up working overtime on that last Friday of the pay period. |
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Re: Timesheet Submission
posted at 8/28/2012 1:44 PM EDT
on Workforce Management
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Posts: 216
First: 9/20/2011 Last: 5/15/2013 |
In Response to Timesheet Submission: Hello! I have a question about when timesheets need to be submitted. The majority of our staff is non-exempt and gets paid on an hourly basis. We submit our timesheets every two weeks but we have to submit them before noon on the last Friday of the time period, so we have to guess how long we will be at work by the end of the day. I'm wondering if this is legal? Should timesheets be submitted AFTER the end of the work day (ie the following Monday)? Thank you for your input. Posted by smaterka There are two solutions for this. First in most companies, overtime is tightly controlled and must be approved in advance. So all Friday night overtime should be known and approved in advance. Second, if you feel that you will not know the exact overtime for each person until after the end of the day on Friday then you need to allow your payroll processor (in house or out house) sufficient time to process the payroll. The amount of time it takes to process payroll is known. If the process will not have sufficient time you should push back the pay date one day. Not a great solution but youi cannot squeeze the process on both ends and expect a good outcome. Payroll is too important. |
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Re: Timesheet Submission
posted at 8/28/2012 5:32 PM EDT
on Workforce Management
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Posts: 180
First: 9/21/2011 Last: 5/14/2013 |
Check your state's wage law on how far after the last worked day it must be paid. The laws are all over the place on this. Sometimes there is a different law for hourly/nonexempt than for exempt. That said, most companies have at least a few days between the last day worked and their payroll check date. However, with direct deposit, many times that throws an extra day (or two) into the mix. For 5 of our companies, the payweek ends on Sunday and I run payroll on Monday and then we pay on Friday. For 1 of our companies, the payweek ends on Friday, I run payroll on Monday and then we pay on that next Friday. |
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Re: Timesheet Submission
posted at 8/30/2012 9:00 AM EDT
on Workforce Management
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Posts: 1
First: 8/30/2012 Last: 8/30/2012 |
You can definitely check your state laws as for rules applicable to it. As far as timesheets (http://www.replicon.com/) are concerned, mostly you can look at the system in your organizations and also re-set you pay weeks then. Hello! I have a question about when timesheets need to be submitted. The majority of our staff is non-exempt and gets paid on an hourly basis. We submit our timesheets every two weeks but we have to submit them before noon on the last Friday of the time period, so we have to guess how long we will be at work by the end of the day. I'm wondering if this is legal? Should timesheets be submitted AFTER the end of the work day (ie the following Monday)? Thank you for your input. Posted by smaterka |
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Re: Timesheet Submission
posted at 9/4/2012 3:08 AM EDT
on Workforce Management
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Posts: 18
First: 6/4/2012 Last: 9/27/2012 |
In Response to Timesheet Submission: Hello! I have a question about when timesheets need to be submitted. The majority of our staff is non-exempt and gets paid on an hourly basis. We submit our timesheets every two weeks but we have to submit them before noon on the last Friday of the time period, so we have to guess how long we will be at work by the end of the day. I'm wondering if this is legal? Should timesheets be submitted AFTER the end of the work day (ie the following Monday)? Thank you for your input. Posted by smaterka
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Re: Timesheet Submission
posted at 2/11/2013 10:25 AM EST
on Workforce Management
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Posts: 40
First: 11/3/2011 Last: 4/26/2013 |
As others have said, state laws may may dictate your process, but most companies I've worked for paid non-exempts employees one week in-arrears, to allow for procsssing payroll. This didn't seem to be a problem, even in multi-state operations. In my experience, the DOL has always seemed to be more interested in seeing people paid on actual hours worked, than having a "lag week" in your paycycle. Now, switching from paying current (on estimated hours) to paying in arrears is a challenge. |
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Re: Timesheet Submission
posted at 2/12/2013 7:08 PM EST
on Workforce Management
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Posts: 6
First: 10/7/2011 Last: 2/12/2013 |
In Response to Re: Timesheet Submission: As others have said, state laws may may dictate your process, but most companies I've worked for paid non-exempts employees one week in-arrears, to allow for procsssing payroll. This didn't seem to be a problem, even in multi-state operations. In my experience, the DOL has always seemed to be more interested in seeing people paid on actual hours worked, than having a "lag week" in your paycycle. Now, switching from paying current (on estimated hours) to paying in arrears is a challenge. Posted by lda We switched mid last year from paying current to paying in arrears. It was quite a challenge administratively, and more importantly from an employee relations perspective. We did alot of communication and Q&As. |
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