It s that time of year again. Shiftworkers on duty when the time change goes into effect may end up working an hour less than on a regular shift, even though they clock in and out at the usual times. Your company may choose to pay affected shiftworkers only for the hours actually worked, or management may decide to pay these employees for their standard shift. Since the skipped hour s pay would not be for time actually worked , it should not be credited toward overtime compensation the employee might be eligible for.
Communication prevents complications.
Before the time change goes into effect, verify your Daylight Saving Time policy with upper management. Then make sure that everyone is clear on what pay procedures will apply for that lost hour on April 1. Supervisors and employees should know ahead of time whether the hour will be paid time. Your staff or payroll service should know whether your timekeeping system will accomodate the time change and exactly how to count regular and overtime hours for that shift. If everyone knows what to expect up front, then you shouldn t lose more than that one hour of sleep to Daylight Saving Time.