Dear Time: If What You Say Is True About Your Human Resources Manager, He Or She Is Ignorant Of Basic Labor Laws And Could Be A Liability For The Company If The Employees Complain To Regulators.

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When told that some employees won’t start work until the scheduled shift because they won’t be paid, the same HR manager stated that maybe the company doesn’t want those types of employees. Can a company expect hourly employees to begin work before their scheduled shift or work after their scheduled shift and not pay them for that extra time? — Time Bandits? DEAR TIME: If what you say is true about your human resources manager, he or she is ignorant of basic labor laws and could be a liability for the company if the employees complain to regulators. Both federal and state labor laws say that hourly employees have to be paid for all the time they work. And any time a company allows hourly employees to work, it must pay them, whether the work is scheduled or not. As for rounding, it seems your employer wants to round only to its advantage. Federal labor law says it shouldn’t work that way because that method cheats workers. Here is what section 785.48(b) of the Code of Federal Regulations Book 29 says about rounding: “For enforcement purposes this practice of computing working time will be accepted provided that it is used in such a manner that it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked.” So what does that mean?

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