BPHR’s Director Lisa Salcido, SPHR, SHRM-SCP provides answers to your pressing HR questions.
Question: Our employees are not submitting their timesheets in a timely manner. How do we handle habitual offenders, can we withhold their pay?
Answer: This is a common struggle for employers and I understand the reaction to want to withhold pay. After all, the employee is holding up your process, shouldn’t you be able to hold their paycheck until their hours are submitted? Be advised, wage payment laws prevent this course of action. The Department of Labor’s Wage and Hour Division states that employers are ultimately responsible for recording employees’ hours and paying their employees for all hours worked. With the obligation solely on the employer, an employee’s failure to submit a timesheet cannot be remedied by withholding or threatening to withhold wages.
However, employees can be held accountable through disciplinary measures. First, be sure you have a clear policy explaining the company’s procedure for submitting timesheets in a timely fashion and the importance of accurate time records for payment and compliance with state and federal law. Next, handle timesheet submittal as a performance issue similar to when work project deadlines are not met. Follow your progressive discipline process, such as verbal onto written warnings for repeat offenders.
The best way to manage time and attendance is through a Human Capital Management (HCM) solution like Orange. With many options for recording time, whether online, a time clock or mobile app, forgotten timesheets will be a problem of the past!
Take a More Balanced Approach to HR with BPHR
With BPHR, an HR Generalist will help you navigate the operational side of HR (which includes paying your employees,) freeing you to focus on more strategic tasks. Schedule your free phone consultation today to learn how your organization can benefit from BPHR.
Have a question for Lisa? Email her directly.
DISCLAIMER: The material presented on this page is for informational purposes only and does not constitute legal advice or legal opinion.