Q. Our nonsupervisory, hourly employees punch in using a time clock. Our supervisors write timecards. Is this dual method acceptable or could it lead to legal trouble?
A. If the supervisors are exempt, salaried employees, it should be fine for them to record their time differently than hourly employees. That is because they do not need to track their hours worked, since they are not being paid by the hour and are not eligible for overtime compensation.
You still must maintain records that reflect their compensation.
If the supervisors are nonexempt, the answer would depend on why they are using timecards rather than a time clock, and whether there is a legitimate business reason for the dual method.