Salary abuse is something of a concern for executive management. And as I thought about it more today, I did a simple search on the Internet and what I found got me to thinking about what I’d do if I were in charge…

I found this random blog regarding an employee who claims that they were working 86.67 hours in a pay period and he/she signs timesheets for billing purposes, but wants to know if there was a time and labor management system in which he/she could “punch in out” of that documents the “actual hours worked?”

The employee states that they are missing a paycheck from sometime in January and has not been paid, but unfortunately does not have the actual time punches to prove this. By using a modern time and labor management system, not only can he protect his interests, but the company itself can insulate its interests from potential litigation from any employee claiming they were not fairly compensated.

Using a modern time and attendance tracking system that is capable of tracking actual time entries, is the safest, most ironclad protection for both the employer and employee against such lawsuits and is also beneficial because it can help both sides when calculating the actual hours worked—not a bad investment when one thinks hard enough about it.

--C. Cook

http://www.laborlawtalk.com/showthread.php?t=83143