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Employment Law/Handwritten timesheets vs timeclocks


We use an automated timekeeping system for all of our hourly employees. We also require that our employees keep a manual account of projects that they have worked on daily. Our company practice has been that the hours on the manual project timesheet should be within 1 hour of the timeclock.

If the employee turns in a manual project timesheet that is significantly different from the timeclock, is management allowed to change the number of hours paid based on the manual project timesheet submitted by the employee?

What this means is that the employee is either checking in and out incorrectly on the automated system or they are keeping their manual time incorrectly.  The correct method would be to use the automated time system as it is more accurate than human kept time and it is the one the Department of Labor will look at as being correct. I do not understand the reasoning behind two time keeping methods sounds like extra work to me. If the automated system is set up correctly and working and the employee checks in and out properly than the time should be correct.


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Shirley McAllister, CPP, PHR


I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state. If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency. Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources. Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights Act and the HIPAA (Health Insurance Portability and Accountability Act).


30 years in Payroll and Human Resources

SHRM (Society of Human Resources) APA (American Payroll Association) DOLEA (Department of Labor Employers Association) CPA (Canadian Payroll Association) NAPW (National Association of Professional Women) The Mentoring Network

PHR Certification in Human Resources CPP Certification in Payroll in U.S. Payroll Administrator and Payroll Supervisor certification in Canada

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