Policy

Procedure

Time Worked

Time worked includes all work time spent by an employee on behalf of the company. Time worked is used to calculate overtime pay for non-exempt employees.

• Break periods or rest periods of less than 15 minutes represent time worked.

Time Not Worked

Per the Fair Labor Standards Act (FLSA), the property does not count the following provisions as time worked:

• • Paid leave. Approved paid absences, including sick leave, vacation leave, holiday leave, Family and Medical Leave Act (FMLA) leave, military leave, jury and witness duty, funeral/bereavement leave, and voting time off are not counted as time worked.
  • Meal break periods. Uninterrupted time off for meal break is not counted as time worked.

Timekeeping

Non-exempt employees must accurately record the time they begin and end shifts, along with the beginning and end times of each meal period. Employees must also accurately record the beginning and ending time of split shifts or leaving work for personal reasons.

The following time recording procedures are required to be followed by all non-exempt employees. 

Employees must: 

• • Clock “in” immediately before starting any of your duties for a shift, and clock “out” immediately after finishing all of your duties for that shift. 
  • Clock out before beginning any meal period, and clock in before returning to work after any meal period.
  • NOT perform any work while clocked out. Should you inadvertently fail to clock “in” or “out” for any shift, or should circumstances arise which require you to perform work while clocked out, you must keep track of this extra time worked and notify the General Manager immediately so that they can adjust your time records to reflect all time worked. 
  • Not work more than eight hours in a single day or more than 40 hours in a single week without prior authorization from your manager and/or General Manager.
  • Review your timesheet on the last day of the pay period on Homebase. 
  • Corrections for timesheets must be given to the General manager in writing
  • Be responsible for reviewing and confirming the accuracy of your time and payroll records. You must promptly report any suspected errors to the General Manager and/or Human Resources Manager for review and, where appropriate, correction.
  • Not punch, alter, or record another employee’s time. Similarly, you may not allow another employee to punch, alter, or record your time. Violations of this provision may be subject to disciplinary action, including termination. 
  • Required to take a picture through the Homebase time and attendance app for every punch “in” and “out”.

It is an employee’s responsibility to accurately clock in and clock out for every shift worked. Employees may not begin work until clocking in and must stop working before clocking out. If an employee forgets to clock in or out, is not able to clock in or out, or if he or she believes their time records are not recorded accurately, the employee must immediately notify the General Manager, so the time can be accurately recorded for payroll purposes. The property relies on the accuracy of employee time entries in order to pay employees on a timely and correct basis.

Enforcement

Altering, falsifying, tampering with time records or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment.