Failure to properly compensate employees for all hours worked is the most frequently-cited violation made by the Department of Labor’s Wage and Hour division. In addition, a number of states have recently enacted anti-wage theft laws. That’s why it’s very important that employers track all compensable work time and make sure managers understand what that means.
According to the DOL, compensable work hours include all time when an employee is on duty, including:
✔ Work performed at home
✔ Traveling between worksites (but not commuting)
✔ Waiting tim
✔ Donning and doffing (putting on and taking off uniforms, protective gear, etc.)
Best Practices for Eliminating Off the Clock Work
- Develop clear off the clock policies as it pertains to your workforce. Communicate these clearly to managers and employees.
- Make sure your time tracking system captures 100% of work hours for 100% of the workforce. Any gaps create opportunities for lawsuits and fines.
- Instill procedures that ensure employees punch in before engaging in common off the clock activities, such as donning and doffing or waiting time, and only punch out after they are concluded.
- Consider a system that provides multiple data collection methods. IVR (telephone) or mobile punch options offer the flexibility of not being tied to one punch in/out location.
- Require employees to review their paychecks each pay period to confirm work time is correct. Communicate a clear process for reporting inconsistencies promptly, averting future problems.
- Look for a system that offers the ability to auto-append time to an employee’s time card for an assumed amount of daily travel.
EPAY’s time and attendance system helps employers stay on top of tracking all hours worked in order to avoid lawsuits. Blueforce™ lets you mix and match time tracking devices, including biometric time clocks, phone/IVR, mobile/GPS or the web and easily integrates with most payroll systems for down-to-the-minute time tracking in real time.
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