Tracking Employee Accuracy is a Priority in the Wake of COVID-19
Keeping track of employee productivity has always been important, but it’s even more significant in the wake of the COVID-19 pandemic. With the majority of employers allowing remote work, accurate time tracking isn’t always a guarantee.
However, despite the challenge, it’s critical that all employers strive for accuracy. In fact, not doing so can lead to confusion, lost productivity and other consequences.
This article outlines an employer’s general time tracking responsibilities and offers some best practices to follow.
Employer Legal Responsibilities
Employers must compensate employees for all hours they work, “suffered or permitted,” according to the Department of Labor (DOL). That means any time an employee is working on a business-related task, they must be paid for it.
The DOL has made it clear that it doesn’t matter where or when work-related duties are completed. Even if they fall outside an employee’s typical schedule—employers must compensate employees for completing them.
While rules differ slightly between exempt employees and nonexempt employees, employers generally have the same obligation. This is to pay employees for any time they work, no matter where or when. There is some room for dispute when it comes to unauthorized work, but a good time tracking policy would eliminate much of that possibility.