how do i build an employee time clock app free

Under California state laws, you’re required to provide overtime pay of one-and-a-half time the hourly or nonexempt employee’s regular rate of pay for: Not only are you required by federal law to pay overtime, but California also has strict rules on overtime pay for nonexempt employees. Pay overtime for anything over 40 hours (and know how much overtime you have to pay) If they showed up at 8:06, however, you would round down to 8:00am. Instead of setting their clock-in time at 8:09am, you could round up to 8:15am. Just make sure you’re rounding to the closest quarter hour so, for minutes 1 to 7, you’d round down-and for minutes 8 through 14, you’d round up.įor example, let’s say you have an employee show up for work at 8:09am. Under the FLSA, employers can choose to track employees’ time in 15-minute increments-and if an employees’ actual hours worked falls outside of those increments, you can round to the nearest quarter-hour. That will ensure accurate recordkeeping for your business-and make sure you’re in compliance with FLSA regulations.

Whatever system you use, the important thing is that your employees clock in and out every day-and that they clock in and out when they actually start and stop working. Technically, there’s no required timekeeping system according to the United States Department of Labor (DOL), “Employers may use any timekeeping method they choose.Any timekeeping plan is acceptable as long as it is complete and accurate.” That means you can track your employees’ hours using digital time tracking tools, a punch card system, written time cards or timesheets, clocking in and out via an app on their mobile phone.whichever system feels the most intuitive for your business. And the easiest way to keep track of your employees’ work time? Having them clock in and out each day. Now that you know which employees’ time you need to track, let’s jump into the must-know time clock rules for hourly employees and non-exempt employees: Have your employees clock in and outĪs an employer, you’re required to keep accurate records of both the number of hours worked per workday and total hours worked per workweek for each non-exempt or hourly employee that works for your business.

Non-exempt salaried employees, on the other hand, are eligible for overtime pay-so even though they’re paid salary, you need to keep a record of their hours to determine if and when you need to pay them overtime. Exempt salaried employees aren’t eligible for overtime pay-and, as such, there’s no need to track their hours. When it comes to salaried employees, you may or may not need to track their hours it all depends on whether they’re exempt or non-exempt. But where business owners sometimes get confused is when it comes to salaried employees. If you have hourly employees, you absolutely need to track their hours. Under the federal Fair Labor Standards Act (FLSA) and individual state labor laws, keeping records of your employees’ work hours is actually a legal requirement.īut what are the time clock rules for hourly employees? What information do you need to keep track of? How do you need to track that information? And what are you required to do with that information once you have it on record? Which employees’ hours do you need to track?įirst things first-before we jump into all-things time tracking, let’s quickly cover which employees’ time you actually need to track.

From a business perspective, keeping track of when and how long your employees work is important you want to make sure they’re getting paid accurately for the hours they put in-and that you aren’t under or overpaying your team.īut keeping track of your hourly workers and non-exempt employees’ hours is more than just a good business practice.

How do i build an employee time clock app free