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Q.Looking at my time cards, I noticed I usually worked more than eight hours, sometimes 25 minutes, or up to 45 minutes more than my normal shift. My boss rounds this down to eight hours. Am I entitled to be paid for the extra minutes even if it does not reach one hour?
A. Yes. You are entitled to wages not only at your regular rate but at the overtime rate of one-and-a-half times your regular rate, for any hour or fraction of an hour in excess of eight hours per day.
When an employee’s time card entries reflect that an employee is on the job a few minutes more than the standard shift time, questions may arise as to how to compute the actual working time. As a general rule, 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 if they are not engaged in any work. Employees, however, should be paid if they are allowed or permitted to work during that extra time.
Unless the employee is either performing work during the period or has been directed by the employer to be on the premises, the early or late clock punching may be disregarded. Minor differences between the clock records and actual hours worked cannot ordinarily be avoided, but major discrepancies should be investigated since they raise a doubt as to the accuracy of the records of the hours actually worked.
The California Division of Labor Standards Enforcement (DLSE) has adopted the practice of the US Department of Labor of "rounding" employee’s hours for purposes of calculating the number of hours worked. The federal regulations allow rounding of hours to five-minute segments. It has been an accepted industry practice to record the employees’ starting time and stopping time to the nearest five minutes, or to the nearest one-tenth or quarter of an hour. Presumably, this arrangement averages out so that the employees are fully compensated for all the time they actually work. This practice of computing working time is accepted by DLSE, provided 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.
In recording working time, insubstantial or insignificant periods of time beyond the scheduled working hours, which cannot as a practical administrative matter be precisely recorded for payroll purposes, may be disregarded. However, this rule applies only where there are uncertain and indefinite periods of time involved of a few seconds’ or minutes’ duration, and where the failure to count such time is due to practical considerations of the work environment.
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