If you are required to work more than 8 hours a day, the employer runs into overtime premium pay issues. Employers may not alter time clocks to deprive employees of hours worked. The only concern I would have about the practice is whether you are being cheated out of time worked. You have been informed to be at work at a certain time, you need to be there at that time. The information and materials provided are general in nature, and may not apply to a specific factual or legal circumstance. This site should not be used as a substitute for competent legal advice from a licensed professional attorney in your state. And, no attorney-client relationship has been formed. By using or participating in this site you understand that there is no attorney client privilege between you and the attorney responding. This answer is not intended to give you specific legal advice. It is also offered as a public service to give you general information and a general understanding of the law. This answer is made available by the above lawyer for educational purposes only. For enforcement purposes this practice of computing working time will be accepted, provided that it is used in such a manner that it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked. Presumably, this arrangement averages out so that the employees are fully compensated for all the time they actually work. It has been found that in some industries, particularly where time clocks are used, there has been the practice for many years of recording the employees' starting time and stopping time to the nearest 5 minutes, or to the nearest one-tenth or quarter of an hour. Minor differences between the clock records and actual hours worked cannot ordinarily be avoided, but major discrepancies should be discouraged since they raise a doubt as to the accuracy of the records of the hours actually worked. Their early or late clock punching may be disregarded. In those cases where time clocks are used, employees who voluntarily come in before their regular starting time or remain after their closing time, do not have to be paid for such periods provided, of course, that they do not engage in any work. (a) Differences between clock records and actual hours worked. This is directly from the Federal "Code of Regulations'.It is the US Department of Labor's official interpretation of the law.
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