At the end of each pay period, require employees to review their time records and verify that they are accurate. Require employees to verify hours worked.Some states and local jurisdictions do require paid breaks for nursing employees regardless of whether the employer provides other types breaks. However, where employers already provide compensated breaks, an employee who uses that break time to express milk must be compensated in the same way that other employees are compensated for break time. Federal law doesn't require employers to compensate employees for these breaks. Note: Under federal law, employers must provide reasonable break time for non-exempt employees to express breast milk for their nursing child for one year after the child's birth each time they need to do so. The duration of the break is generally the sole factor used when determining whether pay is required, not the reason for the break (such as for a cigarette, coffee, snack or to make a personal phone call). Department of Labor defines a rest break as any period lasting 20 minutes or less that the employee is allowed to spend away from work. Consider rest breaks "work time." Under the FLSA, rest breaks of a short duration must generally be considered paid working time.Make sure you understand the rules on the nonproductive time that must be paid and instruct employees to record their time accordingly. Under the FLSA and many state laws, employers must pay employees for time actually spent working, and also for certain nonproductive time, such as time spent in training or traveling on business. Record nonproductive time that must be paid, too.If employees can't use your regular timekeeping system to record after-hours work, instruct them on how to promptly and accurately report these hours. Make sure non-exempt employees know they must report all time spent working, including time they spend checking work email outside of work hours. Time spent using technology outside of the traditional workplace to respond to work email, access the company network, check phone messages, or perform other work tasks is generally considered compensable work time. Require employees to record all time worked.Check all applicable laws and consider consulting legal counsel before implementing a time rounding policy. For instance, the California Supreme Court recently ruled that employers are prohibited from using rounding practices when tracking whether meal periods are provided in compliance with state requirements. Note: Some states place additional limits on time rounding. For example, if an employer rounds to the nearest 15 minutes, they may round down employee time from one to seven minutes, but they must round up time from eight to fourteen minutes. Your time rounding policy must be applied fairly and cannot consistently round in the company's favor or result in the failure to count all of the time employees have actually worked. While it is a best practice to track employees' time to the minute worked, the federal Fair Labor Standards Act (FLSA) permits employers to round employees' hours to a maximum of 15 minutes. Employers may choose their preferred timekeeping method (such as time clocks, timesheets or badge readers), provided it is complete and accurate. Here are some do's and don'ts to help you manage your timekeeping responsibilities. This seemingly straightforward process can become complex when employees start work early or leave late, travel for business, participate in company trainings, and use mobile devices to remain connected to work after-hours. Employers must keep accurate records of non-exempt employees' work hours to comply with federal, state and local laws.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |