Exempt time cards

Do you have your exempt employees report hours worked? An article I read today indicated that you should keep track of all hours, even for exempt employees, in case you get sued for failure to pay overtime. The idea is that you would have signed time cards (and not be a the mercy of the employee) to fall back on even if the DOL decides to classify a worker as non-exempt.

Everything I have ever heard says NOT to keep track of hours, unless they tie back to a charge to a client. Otherwise you are treating an exempt employee as a non-exempt and could lose the exempt standing.

What do you do? Why?


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