California HR

7 Deadly Timeclock Sins

The following 7 deadly sins were explained by Sandra Rappaport, Esq., an attorney at the San Francisco office of law firm Hanson Bridgett LLP. Rappaport made her remarks at ERI’s recent 2010 California Employment Law Update conference, held at the Westin St. Francis in San Francisco.

Are you guilty of one or more of the following?

1. Permitting or requiring work to be done before a shift begins


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2. Permitting or requiring work to be done after a shift ends

3. Permitting or requiring work to be done during breaks — even something as seemingly innocuous as checking emails

4. Automatically deducting break time

5. No-overtime rules (especially when coupled with demands to “finish your projects!” This is a no-win Catch-22 for employees)


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6. Incentives/rewards/pressure for productivity, coming in early, or leaving late

7. Permitting or requiring any of the following to be done before and/or after work: donning and doffing; checking/responding to emails; calling in; uploading data

Tomorrow, we’ll look at Rappaport’s tips for preventing timeclock missteps. We’ll also tell you about a valuable resource that will answer all of your tricky wage/hour questions—guaranteed.