Not a Member? Get access to HR news and resources that you can trust.
Don't leave the task of calculating total cost of workforce to the finance department.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
The new overtime rules mean tracking time for employees who are not used to recording their hours
Update: Overtime Rule on Hold
On Nov. 22, 2016, a federal district court judge in Texas placed an injunction, effective nationwide, on the Department of Labor’s overtime rule revision, preventing it from taking effect on Dec 1. The injunction casts doubt on whether the revised rule will go forward at all (see the
SHRM Online article
Federal Judge Halts Overtime Rule). For now, the rule’s implementation and enforcement are on hold.
SHRM Online will continue to monitor and report developments.
Recap: Final Overtime Rule Takes Effect Dec. 1, 2016
The Department of Labor’s
final rule revising the Fair Labor Standards Act overtime regulations was released on May 18, 2016. The new rules take effect on Dec. 1, 2016.
Under the final rule:
• The annual salary threshold for exempt positions will jump from $23,660 to $47,476 (or from $455 to $913 per week), and will be updated every three years. That’s more than double the old threshold.
• There will be no change in the duties test used to determine whether employees earning more than the salary threshold must be classified as nonexempt from overtime, including the exemptions for executive, administrative and professional positions, among others.
• For highly compensated employees (HCEs), the final rule raises the annual HCE salary threshold from $100,000 to $134,004. At or above that threshold, HCEs are exempt from the overtime requirements of the FLSA if they meet a more relaxed duties test than is required for employees paid the standard salary level.
FLSA Overtime Rule Resources page.)
In a recent Department of Labor (DOL)
blog post, Wage and Hour Administrator David Weil tries to underplay employer concerns about the new overtime exemption rules, including worries about the difficulty of tracking time for employees who are not used to recording their hours, stating:
There’s no requirement that employees “punch in” and “punch out.” Employers have flexibility in designing systems to make sure appropriate records are kept to track the number of hours worked each day.
And in the DOL’s information sheets for
higher education institutions and
nonprofit organizations regarding the new rules, the Department suggests two alternatives to the traditional punch clock setup:
The Department is of course correct that either of these methods can be a permissible method of tracking employee time. The Fair Labor Standards Act (FLSA) regulations don’t mandate any particular method of tracking employee time. They require only that the record be
accurate. But it’s this mandate for accuracy that makes payroll by exception and time sheets a potentially dangerous way to approach timekeeping under the FLSA.
I’ve reviewed a lot of these records, and they tend to follow a common pattern: an employee who is scheduled to work a 40-hour week will record 8 hours per day, every day that they work. That would be fine if those were the hours the employee actually worked, but this sort of record encourages laziness. It’s just easier to write 8-8-8-8-8 than it is to remember that you started 12 minutes early on Tuesday and took a 9-minute call during your lunch break on Wednesday.
Because of that inherent inaccuracy, these sorts of records can make it very easy for employees to claim that they worked additional time before or after their shift or over a meal break, that their supervisors knew about but didn’t bother to record.
Such claims can be tough to disprove, even if the employee bore some responsibility for failing to report the extra hours. (See the case discussed in
this post for an example.) While the same issues can arise even if an employer uses a punch clock or electronic timekeeping system, those systems at least create a contemporaneous record of exact times, rather than relying on often faulty after the fact estimates
So, for employers now confronting how to track time for newly reclassified employees (or really for any nonexempt employees), here are some points to keep in mind:
William R. Pokorny is a partner at law firm Franczek Radelet P.C. in Chicago and a contributor to the firm’s
Wage & Hour Insights blog, where this article originally appeared. © 2016 Franczek Radelet P.C. All rights reserved. Republished with permission.
Related SHRM Articles:
Related SHRM Resource:
FLSA Overtime Rule Resources
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies