Make sure your guidelines are very clear and provide examples of what constitutes working off the clock so that there’s no questions or misinterpretations. Institute policies that clearly state working off the clock is not allowed. And here are some strategies to help you. You can protect your company from hourly employees working off the clock by maintaining compliance with federal wage and hour laws. 5 Strategies to Prevent Off the Clock Work An employee might clock out but then continue to work by cleaning, finishing paperwork or making calls-all of which they need to be compensated for. The same thing might happen at the end of the day. It might seem like they’re only getting prepared for the day, but actually, they are working. If an employee comes in early to start their computer and read emails, that’s an example of working off the clock. If the employee has to stay late to finish helping the customer, they must be paid for that time even though their shift ended. Serving a CustomerĬustomers don’t always walk out of the store or end their conversation right when an employee’s shift ends. And if the employee has to wait at the beginning or end of their shift to receive or turn in the gear/uniform, they need to be paid for that time spent waiting. Many jobs require employees to wear protective gear or uniforms. Another example is returning work-related phone calls at home after their shift has ended. If an employee is working off the clock voluntarily on a project they’ve not completed, this is an example of working off the clock. To help you recognize it, we’ve put together a list of some examples of how hourly employees working off the clock can seem like they aren’t. Examples of H ow Hourly Employees Can Work Off The Clock So to reduce your risk, it’s important that you know what constitutes off the clock work and that you have a plan in place to prevent it from happening. But either way, your organization is liable.
Sometimes companies encourage managers to look the other way while employees work off the clock, and sometimes it’s an honest mistake. As a result, the company now has to pay $104,421 in back wages to 56 workers.
The company failed to pay employees for the time they spent loading trucks and driving to job sites. But that doesn’t always happen.įor example, a Wisconsin cleaning company recently came under fire for violating federal wage and time clock rules for hourly employees. This means hourly employees working off the clock can have a significant impact on your business’ bottom line.īecause, if an hourly employee works over 40 hours, they better be getting overtime pay. The Fair Labor Standards Act (FLSA) requires that covered, nonexempt employees receive overtime pay at a rate of not less than one and one-half times an employee’s regular rate of pay after 40 hours of work in a workweek.
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Blog How to Stop Hourly Employees Working Off The Clock Are You Violating Federal Wage and Hour Laws?
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