Monitoring and Documenting Hours, Timekeeping & Pay
To Help Avoid Wage and Hour Claims
Wage and hour law suits are on the rise and make up the most active source of litigation in the employment law sphere! There has been a year-to-year increase in claims that has persisted since 2000, going up by more than 450 percent.
For a company to mitigate risk of wage and hour violations, it is important to have the right systems, policies and processes in place. In addition, documenting and retaining these systems, policies and practices as well as maintaining accurate records and employee data, is required by state and federal law (see previous blog: Managing Employee Record and Retention Strategy).
To assist employers with ensuring good practices surrounding Hours, Timekeeping and Pay, we have compiled three wage and hour compliance tips that employers should adopt to minimize their risk of Wage and Hour Claims
3 Wage and Hour Compliance Tips To Help Avoid Claims
1. Develop Consistent Policies
Developing, publishing and implementing sound wage and hour policies and practices.
Here are the must have policies:
- Hours of Work
California employers also include:
- Reporting Time Pay
- Split shift premiums
- Make-Up time
Utilize OnePoint’s HR Support Center to update or create an entire new employee handbook. There is a full library of various policies as well as a Handbook wizard and HR professionals to assist you in creating a handbook to ensure your current policies are accurate and up to date.
2. Attestation Documentation
Attestation is the act of asking an employee to attest to something. Attestation tools built into the timekeeping technology can prompt employees and managers with questions that they need to answer and sign prior to submitting time cards. The attestation survey can be simple, like having the employee attest that all the hours tracked on the time sheet are correct, and they took all of their mandated breaks. Additionally you can use attestation to collect employee responses to other questions and workflows can route responses that need follow up to the manager. OnePoint Attestation tools can reduce wage and hour risk by:
- Improving enforcement of your work rules
- Engaging employees to complete timecard attestation
- Engaging managers to monitor employees
- Simplifies compliance with automated notifications and reminders
- And offers reporting capabilities
3. Automate Time and Attendance Work Rules:
Workforce management solution should provide administrators with automated Time and Attendance Work Rules. OnePoint Time and Labor solutions with clocks hardware and mobile functionality ensures employers have a record of who is doing what, when, and why in real time. Our single database architecture provides a complete employee view on a One employee record which is essential to maintaining compliance as well as payroll accuracy.
In addition, wage and hour laws are continually changing; therefore you can not just set and forget your systems pay calculations and work rules. OnePoint HCM compliance solutions make it easier to review work rules and pay calculations and be able to audit historical employee data. The main benefit of a truly unified HCM solution is that one database ensure that updates or changes made by HR or the employee are shared in real-time across all applications (i.e payroll is updated in real-time when changes are made to employee work rules. This ensures consistent data, historical information is stored and minimizes compliance risk.