Major discrepancies should be discouraged, however, Worked cannot ordinarily be avoided since all employees cannot clock in or outĪt precisely the same time. Likewise, minor differences between the clock records and actual hours Late punching of the clock is not hours worked when no work is done. Provided, of course, that you do not do any work during this time. Or remain after quitting time, you do not have to be paid for such periods In those cases where timeĬlocks are used, if you voluntarily come in before your regular starting time Time clocks are not required under the FLSA. Performed and whether the activity is actually part of the work the employee One must consider how frequently the activity is Practical realities of recording identifiable work time. This policy is one that must be applied with common sense recognizing the Required to spend on duties assigned to you. Your employer must count as hours worked any part, however small, of yourįixed or regular working time or identifiable periods of time you are regularly Insignificant because it was limited to this one time only. The time spent transporting the tools would be considered de minimis or You were ill and went home without doing any additional work or clocking out. Transported your tools to the new job area and then informed the foreman that Not arbitrarily fail to count any part, however small, of working time that canįor example, after clocking in you were assigned to another job. Such time is justified by industrial realities. Involved, a few seconds or minutes in duration, and where the failure to count Rule applies only where there are uncertain and indefinite periods of time TheĬourts have held that such periods of time are de minimis (insignificant). Matter be precisely recorded for payroll purposes, may be disregarded. Periods of time beyond the scheduled working hours, which cannot as a practical In recording working time under the FLSA, infrequent and insignificant Most of the information is of the kind generally maintained by employers in ordinary business practice and in compliance with other laws and regulations. The Fair Labor Standards Act (FLSA) requires employers to keep records on wages, hours and other items, as specified in U.S.
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