August 12, 2015 / By Zip Clock / In Hubworks / Comments
“Time Clock Regulations for Full and Part Time Employees”
Laws that are relevant to work hours, wages, overtime wages and record keeping for hours worked all fall under the jurisdiction of the FLSA or the Fair Labor Standards Act. However, even though the legal body takes into account rules and regulations pertaining to non-exempt and exempt staff, it does not have the authority to regulate the way a manager changes or creates shift timings, how he records hours worked, or the mechanism he uses to track said hours.
On the other hand, employers or managers can end up violating labor laws set by the FLSA if he fails to take his full time workers’ shifts (for part and full time workers) into account as well. The good news is that time clock regulations can be regulated if the following conditions are met:
According to the FLSA, you cannot dock an employee’s salary for less than a complete day’s absence and you can only make deductions for salaried employees for absences that exceed one day. For instance, if one of your workers works a total of 4 hours before lunch and has to leave because of an illness, you cannot deduct the hours he was not able to work from his paycheck.
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However, if you have part timers on the payroll, then you have full authority to pay them according to the exact hours they worked. This is where an automatic payroll system will come in handy since it will allow you to hold part timers accountable for the hours they put in.
According to the FLSA, employers have complete authority to use any timekeeping system they wish to record the hours their employees work. As mentioned before, this is viable for part timers but they, along with salaried employees, can also be allowed to make shift requests. In other words, they can choose their own hours as long as they adhere to set business hours or do not violate their contract. The bottom line is that you should always have a final say in the hours your employees wish to schedule in order to ensure a complete service each day and an unaffected bottom line.
However, salaried workers are exempt from such deductions unless they take multiple days off or run out of leaves and still take days off.
This can be challenging if you have both salaried and part timers on the payroll, but you can make things easier by installing a time clock calculator such as Zip Clocks. The home screen will show you everything you need to know about the status of each employee and monitor their compliance with set work schedules. The software also takes adult and minor labor laws into account and will notify you if any of your staff members are about to breach them. Zip Clocks will also notify you if you schedule too many hours for a worker.