Regulations on Rounding Employee Hours

Question:
Is it permissible to round off the minutes worked and pay employees in 5-, 10-, or 15-minute increments? Are there any special rules to observe when rounding off the minutes that an employee works?

Answer:
Yes, you can do that. The gist of the rule is that rounding off time has to be done in a fair manner. In other words, you cannot always round a worker's time down to favor the employer. To paraphrase an old saying, what rounds up, must round down.

The official policy is found in § 785.48(b) of the Fair Labor Standards Act under the heading of "Hours Worked Regulations" and is quoted below:

(b) ''Rounding'' practices. It has been found that in some industries, particularly where time clocks are used, there has been the practice for many years of recording the employees' starting time and stopping time to the nearest 5 minutes, or to the nearest one-tenth or quarter of an hour. Presumably, this arrangement averages out so that the employees are fully compensated for all the time they actually work. For enforcement purposes this practice of computing working time will be accepted, provided that it is used in such a manner that it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked.

It may be read in its entirety here: http://www.osha.gov/pls/upub/wageindex.download?p_file=F30725/WH1312.pdf

Preventative Health Benefits Sees an Increase

Due to current economic conditions, many companies are shutting their doors, downsizing, and businesses are looking for ways to save money. Employee benefit programs, such as health insurance, paid vacation time, and bonuses is just one area that has received a lot of scrutiny. According to the 2009 Employee Benefits Survey released by SHRM indicated that 60% of human resource specialists who responded to the survey indicated that the current economic downturn has impacted their employers' benefits offerings. However, despite all the efforts to cut corners, there is one particular benefits area that has seen significant efforts to augment current offerings--preventive health and wellness.

Offering preventive health and wellness benefits is a method in which employers reward employees for taking measures to prevent chronic diseases and illnesses by reimbursing a specified dollar amount monthly or yearly. Examples of preventive health measures include acupuncture, health club memberships, chiropractic care, and mental health counseling. Engaging in this practice will not only improve employee health thereby reducing absenteeism but it will also lower the cost of healthcare for everyone involved.

The SHRM survey supports this trend:

* Within the next 12 months, 10% of respondents indicated that they are going to implement health and lifestyle coaching.

* 5% of respondents are going to begin offering wellness resources, information, and weight loss programs.

* 7% of respondents who currently have employees with chronic health conditions plan to launch preventive programs targeted at these employees.

* Finally, 10% of respondents have indicated that they are going to implement rewards or bonuses for acheiving or completing certain health and wellness goals. Based on the 2009 Employee Benefits Survey along with the need for employers to save money while still offering employee benefits, it is evident that preventive health and wellness benefits are the wave of the future.