The Fair Labor Standards Act, also known as FLSA, is a federal law that governs pay for employees. According to the FLSA, it is illegal for employers to be penalized an employee who is unable to show up for work by cutting their wages. The FLSA obliges employers to reimburse their employees for their work time, even if the timecard does not reflect the hours. Consider a real-world situation in which an employee fails to check in but is working all day, and the company has to adjust the hours of the employee and pay them accordingly. It is a sign that unintentional and dishonest employees are a problem for the company. Therefore, it is essential to implement policies that include procedures in case employees need to remember to clock in or leave. Make a policy on clocking in and out within your Employee Handbook Although resolving any issues you’re having when you clock in can be difficult, making the proper procedures and effectively communicating them is a great place to start. When you are writing the policy for your Employee Handbook Be sure to mention when, where, and how employees must check in and out. In addition, please include a note to remind your employees that you will require them to be able to clock in and out regularly and also explain the procedure for advising them when they do not. Establish the procedure to report and correct any non-working clock-ins Make it clear in the Employee Handbook how you’ll react to any repeated mistakes made by employees who clock in. Include a concise outline of the disciplinary procedure that will be taken when there is a persistent infraction to the rules, for example: n An informal discussion on the subject n Formal verbal warnings n Written warnings n Probation n Suspension n Then, finally, termination is when there is a certain number of violations in the course of a particular time. Your disciplinary policies should show your authority to make use of these measures. The information you’ve written in the Employee Handbook is all to stop a lawsuit based on unfair practices in the event of termination of the employment contract. Be sure to follow the clocking-in/out procedure by following it consistently. In the case of the discipline of attendance and time, it is not a good idea to play with your employees or make a point of showing preference in observing the procedure. It doesn’t matter if you believe an individual missed clock-in by the employee is a genuine mistake or you suspect them of stealing time. It is imperative to adhere to the same course of action each time. The policy must be applied to every employee, regardless of work performance, title, or previous experience. In this way, you clearly convey that non-compliance will not be accepted. Employees will only consider attendance and time a severe matter if they do. Unfortunately, this can compromise the policy’s effectiveness and cause much damage in the event of litigation. Most mistakes are typically simple, and it’s not advisable to be a slouch right from the beginning. However, it would help if you remained persistent. Select a way that is easy for you to use, checking in using notifications If you find yourself in a situation where errors keep happening regardless of the warnings, and you’re sure your employees aren’t trying to take advantage of you, it’s time to think about whether the issue is within your system for clocking in. If you’re frustrated, employees are also frustrated. Even if the HR department is irritated, you likely have to change to a different software. To prevent this problem from the beginning, ensure that you conduct thorough research before deciding on the best system that will suit your needs. Modern time clocks on the internet, such as All Hours, are working hard to address the possibility of employees being unable to check in and out. With the advent of mobile phones and notifications, ensuring to remember this isn’t something employees should worry about. Employees must check in on their own.