Hi all, I could really use some insights from people who know employment laws better than I do. I am located in the US, Alabama, and I am paid hourly. My question has a small backstory, so here it is: my work is forcing a new time tracking system, and our manager mentioned the following: ‘Say you have a total of 8 hours you worked. However, payroll will not consider it until you bifurcate them using the name of the HR tool directly or using the time logger plus HR tool. You will log multiple tasks totaling 8 hours and get it approved by your manager.’ When I read that, it sounds like they aren’t going to pay me my full 8 hours if I don’t track down every minute of my day. There is something about this that doesn’t sound very legal to me. After doing some basic research, it seems like what they want to do could technically qualify as wage theft. However, I figured it wouldn’t hurt to get a second opinion.
They are stating that you must justify, track, and log all 8 hours that you are claiming to have worked using this tool. This practice is very common. What you need to ask is how to classify downtime during those 8 hours and how to log it appropriately. Until they actually fail to pay you for all hours worked, this isn’t really an issue.
In a previous job, we tracked time in 15-minute chunks, and any time not spent on a specific job was billed as ‘admin’ time. Just a side note—after that experience, I would never want a job that tracks time like that again.
We used to log every 6 minutes, which was quite tedious.
Also, find out if completing 8 hours’ worth of tasks in 6 hours allows you to leave early, and check what the set timeframe for each task is.
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It is important to understand your rights. Employers must pay for all hours worked, and if they are requiring you to track every minute, you should ensure it does not lead to unpaid hours. You may want to consult with a labor attorney if you feel your rights are being violated.
It sounds like they are trying to micromanage your time, which can be frustrating. Make sure to document everything and keep records of your hours worked.
Consider discussing this with HR. They can provide clarity on the new tracking system and how it aligns with labor laws.
It might be beneficial to have a conversation with your manager about how this new system will be implemented and what it means for your pay. Clear communication can often resolve concerns.
If you feel uncomfortable with the new system, it might be worth exploring other job opportunities. Your well-being at work is important, and you should feel valued.