Inconsistent application of timekeeping policies

[allfiredup]

I am in Georgia.

I am the Controller for a small company with about 55 employees. The company has a time clock system and requires "most" employees to clock in each morning, out/in for breaks and lunch, and out at the end of the day. We have Hourly, Non-Exempt and Exempt employees that are required to do this.

It makes sense for Hourly and Non-Exempt employees for obvious reasons. The problem is that some Exempt employees are required to punch the clock and others are not. Could that inconsistency be a potential legal issue?

 

[eerelations]

Only if the exempt employees' pay varies according to the hours they have on the clock. If their pay is the same no matter what the closk says, then you're probably OK. It would help if your company had a valid reason for some exempts having to use the time clock - for example their jobs must start/finish at specific times to keep the business going, while other exempts' jobs' start/finish times don't affect the business.

 

[xylene]

You do not need to be consistent, you only need to be within the law.

There is nothing unlawful about using any sort of time control device to track the working times of exempt employees.

Their is nothing unlawful about omitting such electromechanical or digital device based time tracking for some employees. exempt or otherwise.

AND, in general time cards exist solely for the convenience of your business records. They are in no way a contractual obligation.