Question for HR people

I'm on a base salary. One of my coworkers had said the other day that management is considering making us all punch in and out! Is that legal? Or would they have to adjust all of us to hourly employees?

It seems they're concerned that some people may be taking long lunches...but they turn a blind eye and are oblivious when people come in early and work late!

Re: Question for HR people

It's one thing if they keep track of your hours in the office (not a big deal -- ask the lawyers ). It's another thing if they change the way you are paid and pay you for hours worked and dock you for hours (not days) not worked.

What's your job role?

Re: Question for HR people

Posted by lilacwine

It's one thing if they keep track of your hours in the office (not a big deal -- ask the lawyers ). It's another thing if they change the way you are paid and pay you for hours worked and dock you for hours (not days) not worked.

What's your job role?

Re: Question for HR people

I do payroll bi-weekly for a company that pays their employees salary. However, they sign in and out every single day, to be honest we get the sheet I have never once even looked at it. I think it is to keep track of the amount of hours people are working verse the amount of $ being paid on salaries. I believe it is legal (the owner of the company I do payroll for is a lawyer, and I'd think she would know what the law was)

I don't believe it will effect your pay, but I would find out.

Did you sign an offer of employment with terms spelt out, or a handbook? If so you should see if they made mention of this being a possibility in there. If not I think you might just be stuck. If your not taking advantage of the hours, then I think you have nothing to worry about.

Re: Question for HR people

Your warehouse employees should most likely be classified as non-exempt employees (meaning they would be punching in and out, be paid for the hours they work, and be paid overtime for any hours over 40 worked in a weeks)

For you, as an account manager, you should most likely be classified as an exempt employee (meaning you would earn a salary each pay period- the amount of which would not be changed based on the quantity or quality of your work). There are allowable deducations that can be paid, but we can save that explanation for a different thread. ;)

Companies cannot declare that a true non-exempt employee will earn a flat salary regardless of how many hours are worked. They can, however, choose to jeopardize the status of exempt employees and pay them an hourly rate for all hours worked- as well as overtime for any hours over 40 worked in a week.

Re: Question for HR people

From what I have read & from personal experience in the law firms I have been at, using a time clock does nothing to change the status of your being exempt or non-exempt. It is merely a tool used to keep track of an employee's time on the job.