 Search the Knowledgebase |
 Browse by Category |
|
|
|
|
|
| Rounding rules and practices |
|
Article Details
Last Updated
28th o August, 2008
|
|
Thank you for rating this answer.
|
In the past we have only employed self-rounding (for example an employee works for 7:57 and calls it 8 hours). Typically in this type of situation employees tend to round in their favor.
My question is - what are the commonly accepted practices for rounding rules and would taking the time to set these up save our company much money? Do companies typically only round in their favor or do they round off to the nearest whatever? Are there requirements as to what we need to inform the employees of?
For a full explanation of the mechanics of rounding rules and shift setup see the knowledgebase article here. For "Best Practices" you will need to take several factors under consideration.
Local and regional labor laws - Federal rules on paying employees for hours worked are straight forward. Rounding is allowed but only if done consistently and in both directions.
Employee Morale - In most cases rounding rules should be used to encourage employees to work their exact shift. By including both a "grace period" and a "trim time" your policies will be viewed as balanced and fair. When considering whether your company is saving money by applying rounding rules, consider also the value of having employees "on the job" for their shift. Your company may see profit in the form of productivity increases and morale improvements rather than a direct reduction in payroll.
Existing abuses - If you are happy with the way your employees attend, then adding rounding rules may not provide any value. But if you have abuse due to punching in early, staying on the clock through lunch and then leaving early, or arriving late and staying late, then applying rounding rules and making sure employees are aware of them will encourage employees to be prompt and to stick to the scheduled shift.
Management style - Some job positions work well with rigid scheduling others may work better without it. Federal labor laws require you to be consistent with rounding rules so you'll need to determine what works best, and then stick to it.
Industry standards - Time tracking practices can fluctuate depending on your industry as well. Consider what is common practice for your specific industry as you determine rounding rules and shift schedules.
|
| Visitor Comments |
|
No visitor comments posted. Post a comment
|
| Related Articles |
|
No related articles were found.
|
| Attachments |
|
No attachments were found.
|
Print this page
Email this page
Post a comment
Subscribe me
Add to favorites
Remove Highlighting
Edit this Article
