Employee Time Report (Nonexempt)
Description Nonexempt Agreement
How to fill out Time Nonexempt Application?
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Nonexempt Draft FAQ
The number of hours worked doesn't affect an exempt employee's pay because the salary is considered full compensation for all hours worked, whether more or fewer than 40 in a week. However, there is nothing illegal about requiring exempt employees to clock in and out at the start and end of the workday, or for lunch.
From March 1, it will be compulsory for employers to keep a record of the starting and finishing times of work, and any unpaid breaks taken, of salaried staff covered by these awards earning up to $148,700.
Non-exempt employees are eligible for overtime, rest and meal breaks, and are subject to California's minimum wage laws. Exempt employees may not be eligible for overtime or breaks.As an exempt employee, an employer could require the employee to work more than 40-hours per week without overtime pay.
An exempt employee is not entitled overtime pay by the Fair Labor Standards Act (FLSA). These salaried employees receive the same amount of pay per pay period, even if they put in overtime hours. A nonexempt employee is eligible to be paid overtime for work in excess of 40 hours per week, per federal guidelines.
Time clocks typically are used for recordkeeping purposes. The FLSA doesn't mandate time clocks at all, not even for hourly, non-exempt employees. The FLSA's Fact Sheet No. 21, titled "Recordkeeping Requirements Under the Fair Labor Standards Act (FLSA)" states: "Employers may use any timekeeping method they choose.
The FLSA does not limit the amount of working hours an employer can expect of exempt workers. However, nothing in the FLSA prohibits employers from requiring exempt employees to clock in or track time either. Tracking time is a good idea, because it prevents disagreements between the employee and employer.
These rules and regulations apply to both part-time and full-time employees. When an employee is considered non-exempt, it means they aren't covered by FLSA standards and regulations.However, any paid leave they take during the week will not apply to the traditional 40 hours of work.
The number of hours worked doesn't affect an exempt employee's pay because the salary is considered full compensation for all hours worked, whether more or fewer than 40 in a week. However, there is nothing illegal about requiring exempt employees to clock in and out at the start and end of the workday, or for lunch.
If they're exempt, which a majority of salaried employees are, you're not required to have them fill out a timesheetbut if they fall under the non-exempt category (for example, if the employee's salary is less than $684 per week) then they would need to fill out a timecard.
