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This can help you make corrections before running payroll and document that the employee has confirmed the accuracy of their time records. At the end of each pay period, require employees to review their time records and verify that they are accurate. Require employees to verify hours worked.The duration of the break is generally the sole factor used when determining whether pay is required, not the reason for the break. Therefore, make sure employees do not punch out for breaks lasting 20 minutes or less.
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Break time at work clock how to#
If employees can't use your regular timekeeping system to record after-hours work, instruct them on how to promptly and accurately report these hours. Make sure non-exempt employees know that that they must report all time spent working, including time they spend checking work email outside of work hours. Time spent using technology outside of the office to respond to work email, access the company network, check phone messages, or perform other work tasks is generally considered compensable work time. Require employees to record all time worked.Check all applicable laws and consider your timekeeping system before implementing a time rounding policy. Note: Some states place limits on time rounding. For example, if an employer rounds to the nearest 15 minutes, they may round down employee time from one to seven minutes, but they must round up time from eight to fourteen minutes. Your time rounding policy must be applied fairly and cannot consistently round in the company's favor or result in the failure to count all the time employees have actually worked. While it is a best practice to track employees' time to the minute worked, the Fair Labor Standards Act (FLSA) permits employers to round employees' hours for uncertainty or inefficiency (to a maximum of 15 minutes). Employers may choose their preferred timekeeping method (such as time clocks, timesheets, or badge readers), provided it is complete and accurate. Here are some do's and don'ts to help you manage your timekeeping responsibilities. This seemingly straightforward process can become complex when employees punch-in early or leave late, travel for business, participate in company trainings, and use mobile devices to remain connected to work after-hours.
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Employers must keep accurate records of non-exempt employees' work hours.