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Archive for the ‘Time and Attendance’ Category

Employers Name Online Time Tracking as Most Preferred Method of Timekeeping [INFOGRAPHIC]

Conceptual photo depicts cloud-filled sky in background as man holds up tablet and laptop devices with screens matching clouds to symbolize cloud-based time tracking systems.

According to a recent survey conducted by Paychex, the most preferred method of tracking time worked is using a web application. The survey, conducted online between March 31, 2017 and April 8, 2017, polled 400 leaders of U.S. companies with less than 500 employees, and found that 29 percent of business owners favor online time tracking, with paper coming in at 20 percent, and mobile applications coming in at 14 percent. Of those employers polled, younger business owners in particular (61 percent of those ages 18-34) said they prefer online time tracking versus older business owners (47 percent of those ages 50 or older) who said they prefer tracking time via paper timesheets. We’ve compiled some of the statistics

Fingercheck Calculates Overtime Pay Including Non-Discretionary Bonuses

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The Fair Labor Standards Act (FLSA) requires non-discretionary bonuses to be included in the regular rate of pay when determining overtime pay. By definition, a non-discretionary bonus is a bonus that is “promised or expected and tends to be dependent on the quality, quantity or efficiency of production or hours worked,” according to SHRM. It is typically obligated to be paid based on a written or verbal agreement/contract, or is a bonus of a particular nature that is pre-determined based on qualifying factors. Here are some examples of the types of bonuses that count as non-discretionary (sourced from SHRM):  Bonuses promised in an agreement Bonuses tied to performance evaluations, incentive plan bonuses, or any bonuses based on

When Can Employers Delete Employee Records?

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It’s a popular question that doesn’t often get addressed — how long is an employer required to keep employee records, and when can you dispose of them? Let’s go over what’s stated in the law, and then read between-the-lines. The Fair Labor Standards Act (FLSA) states that every employer covered under its jurisdiction (which is most employers) must keep payroll records, collective bargaining agreements, and sales and purchase records for a minimum of three years for each nonexempt worker. Records on which computations are based (i.e. time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages) should be retained for two years.  “The records

New: Time Card Marks an Overnight Shift

Employee working an overnight shift

It’s now easier than ever to spot when an employee works an overnight shift, thanks to a new time card icon that visually points to the next day to indicate the end of the shift. You can see this new feature in action in the time card below. As you can see, the punch times are paired together to represent one shift. However, the arrow next to 3 AM indicates that the shift ended the following day.  This new time card icon is a subtle visual that communicates more clearly when an overnight shift ends and can make a difference in how quickly supervisors can review their time cards. FingerCheck constantly strives to improve the experience

An Update on the Overtime Rule

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The fate of the overtime rule has had employers in suspense for the past four months, but now, according to one member of President Trump’s transition team, a final resolution isn’t far off. According to Tammy D. McCutchen, principal at Littler Mendelson and a member of President Trump’s transition team, the Trump administration is prolonging the decision until their expected Secretary of Labor nominee, Alexander Acosta, is instituted.  Acosta’s confirmation hearing occurred on March 22, and according to McCutchen, the expectation is that he will sail through confirmation without any issues. Once instituted, other high-ranking positions at the department will also be filled under his leadership.  In the meantime, the Trump Administration has until May 1st to make a decision, as

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