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Tracking Employees’ Working Hours By Dallas Employment Attorney
While an employer may utilize any time-tracking method, it must ensure that its time records are accurate.
March 27, 2015
(press release: cdklawyers) // Dallas, Texas, United States // Keith Clouse Dallas employer lawyer Keith Clouse highlights a wage and hour trap concerning timekeeping. By law, an employer must keep track of all hours worked by employees who are not exempt from the Fair Labor Standard Act’s coverage. While an employer may utilize any time-tracking method, it must ensure that its time records are accurate.
This can be harder than it seems. For example, an employee may complete a time sheet by recording standard hours for each day (8:00 to 4:30). While it’s possible that an employee worked exactly those hours every day, it is far more likely that the employee reported for work five minutes past 8:00 one day or did not leave until 4:40 another day. Or, for example, an employer may count an employee’s working time from the moment she swipes her access card on arrival until the moment she swipes her access card on departure, with a set deduction for a lunch break. This system fails to properly account for a shorter lunch break due to work demands or for time the employee spends taking care of personal matters before starting her work day. Should an employer utilizing these methods be challenged in a lawsuit, the employer may have trouble proving that it paid an employee for all hours worked.
For these reasons, an employer should examine its timekeeping system and tweak it if necessary. This article is presented by the Dallas employment attorneys at Clouse Dunn LLP. To speak to an employment law attorney, send an email to email@example.com or call (214) 239-2705.