While this may not seem entirely fair, it's worth noting that rounding can work in your favor as well.ĭuring performance reviews or discussions about company policies, your employer may address the issue of clocking in early. For example, if you clock in at 7:53 AM, the system might round it forward to 8:00 AM, whereas a clock-in at 8:07 AM might be rounded backward to 8:00 AM, resulting in an extra 7 minutes of pay. Rounding rules are applied to the clock-in times, typically in increments of 15 minutes. Similarly, voluntarily working before clocking in can lead to unnecessary compliance issues for your employer.Īnother practice that some employers may follow is clock rounding. If your company has such a policy, it's important to note that you should not be asked to perform any work before clocking in. These schedules restrict access to the clocking system until the designated start time. To prevent employees from clocking in before their scheduled shift starts, some employers implement lockout schedules. Similarly, clocking out late can have similar implications. This could also raise concerns and scrutiny regarding compliance with labor laws. However, it's crucial to consider the impact on your company's expenses.Ĭlocking in early on a regular basis might result in additional overtime pay, which can significantly increase costs for your employer. Legally, every hourly employee should be compensated for every minute worked, so clocking in early could mean additional pay for you. When it comes to determining your workday start time, your employer holds the authority. Whatever the reason may be, it's important to understand the guidelines and seek permission before clocking in early. Maybe you're even trying to impress your boss with your dedication and punctuality. Do you often find yourself wanting to clock in early? Perhaps you're an early riser or you have a long to-do list that you want to get a head start on.
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