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Jan19

Employee Signature for Missing Punches

Is it required by law to have an employee sign off on their time cards when there are corrections made due to missing punches? We have a policy that requires supervisors to print out an employee’s time card if there are missing punches. The corrections are noted on the time card and the employee and supervisor are supposed to sign off and turn it in to the payroll clerk. The supervisor is to make the corrections in our time keeping system based on the corrected time card. However, we have a very difficult time getting supervisors to get the timecards signed. My question is: Is it a law requiring these signatures? If so could you provide a link or document where I can have this in writing. I will be able to use this as leverage to get supervisors to comply.

Recordkeeping standards are set forth under the federal Fair Labor Standards Act (FLSA). Under the act, employers are required to maintain certain records for non-exempt employees, including but not limited to, the hours worked each day and total hours worked each workweek.

Employers may use any timekeeping method, i.e. time clock, time keeper, manual cards, as long as it’s complete and accurate.

The burden of ensuring non-exempt employees are paid for every hour worked falls on the employer. Thus, many employers adopt policies requiring employee/supervisor signatures to make certain the employee approves of any time changes and the supervisor updates/inputs the changes as necessary.

Unfortunately, there is no federal law to back up your policy. Requiring supervisors and/or employees to sign timecards is a matter of company policy.

You may consider informing your supervisors of their and your obligation under the FLSA to ensure employees are paid appropriately. Wage and hour (both FLSA and state laws) are still among the most common employment violations. Under the FLSA, both employers and individuals who exercise operational control over employees (i.e. supervisors) may be held liable for violations. So, inform your supervisors of the potential for personal liability if/when an employee files a wage and hour complaint. Explain that having employees sign off on edited time cards per company policy significantly reduces this risk.

HTH!

This entry was posted on Tuesday, January 19th, 2016 at 1:44 pm and is filed under
Compensation, Labor Laws.
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