Beware if you allow employees to clock in early, but tell them not to start work before their scheduled start times. If early clock-ins are routinely unpaid, there may be a class-action lawsuit brewing.
Recent case: Edward Nicholson, a forklift operator for UTI Worldwide, sued over alleged unpaid time. He claimed the company allowed employees to clock in up to 15 minutes before their scheduled shifts began, but then routinely rounded off those extra minutes.
Nicholson sought to represent all forklift operators, and claimed that supervisors often told them to begin work before their shifts. The company claimed employees were told not to work before their shifts officially began.
The court said the case could proceed on behalf of all 1,250 of the firm’s forklift operators, based in large part on the rounding policy. (Nicholson v. UTI Worldwide, No. 3:09-CV-722, SD IL, 2011)
- Health plans audited for health care reform compliance
- Employee quit for better job? Beware unemployment liability
- Don't set automatic deadline for workers returning from disability leave.
- When employee complains, you must investigate -- but you can insist on a civilized complaint
- Could a court order force us to compromise our employees' privacy?