Employee Monthly Timesheet For Pay Period Ending: Fill & Download for Free

Even worse. I caught a trusted administrative supervisor falsifying clock punch ins and punch outs in the Kronos timekeeping system. I audited the timesheets every pay period since I was the Controller. I don’t think he realized that.He had been with the firm for a little over a year and had shown himself to be competent and diligent up to that point. But he was young and single and had an eye for the girls, so he’d use his administrator rights to bump up their time beyond their shift to flex and primp. I didn’t catch during the first month. It wasn’t until I reviewed some video tapes of the site when we had a minor theft of liquor occur that I noticed some details that didn’t add up. The time stamps on the surveillance cameras and the Workstations where people were stationed did not tie out.I actually saw the supervisor and three ladies in a restricted area smoking and drinking on camera. Zooming in on the bottles showed the missing inventory matched the labels.When I confronted him the next morning after discovery, he did not deny it.“I made a decision based on the moment. I didn’t think of getting caught. You do what you have to.”I had to fire him on the spot, collect his keys, disable his accounts, and escort him from the building. He was all of 21.His parting words were brief.“I won’t insult you asking for a neutral recommendation or reference. I’ll be a man about this.”I left that job a few months later. I saw him working at the airport pushing wheelchairs several years later. It was disheartening to see him end up like that.

About 4 years ago I worked at a retail store. I worked with 8 really cool employees, and one really mean and incompetent manager.When I first started working there things were fine, but when the holiday season started to roll around things went downhill fast. Around the Halloween time we were tasked with selling as many candy bars as possible and were told by our store manager and district manager that we would earn commission for each candy bar we sold. When the sales would end we would ask how we would be paid. our manager would then turn and tell us that only she in the district manager would be making commission off of the candy bar sales in that the rest of us who sold them would not. This irritated all of us and felt like we got stabbed in the back.We were then told that the store would be closed for Thanksgiving. We all happened to be working to get a few extra hours in to make up for not working on Thanksgiving the day before we closed. That is when our district manager came in about an hour before close and told us that we would have to be open for half a day on Thanksgiving because of all the high volume sales we were doing. As irritated as we all were, we were promised to be paid time and a half for the day as well as a bonus before Christmas with the 24th and 25th off. All of us employees including the manager also agreed that we would all come in and work the shift together so that way we all would be there. The next day we all come in except for a manager who claimed she would be a little late. Our manager then called us along with the district manager in a conference call and told us that we would have to stay open for normal business hours. Our store manager also said that she would not be in that day because she was spending Thanksgiving with her family. Our manager knew the next day she came in that we were all pissed off and against her. She kept her distance from that point on.Coming next pay period where our time and half should have been included, it wasn't. The next day our district manager came into the store and we were all pissed. We approached him and asked why our time and a half wasn't included in the pay like we were promised. He tried to play dumb and told us it would be on our next paycheck before Christmas.Come the 23rd we are all working to get some extra hours before we close for the 2 days. Our district manager comes in and we are expecting that we're going to get our bonus. The only person who got a bonus was our manager. We were all told that there wasn't enough money to give us all a bonus. Our time and a half was also not on the check either like it should have been. We were then told we would have to open for regular store hours both days to maximize sales because it was highly likely we would get alot of business those two days. This was the last straw. After both managers left we all agreed to quit that day. Instead of finishing the day (had about 5 hours left) we closed the store counted the registers, put the money drawers in the safe and left. No cleaning recovery or anything. The 3 assistant managers took their keys to the manager (she lived a block or two away from the store) and informed her that we all had resigned and the store was currently closed.That same day I'm guessing the manager made it a point to call each store member because she called me and demanded I return to the store or be written up. Our response to her was she could go ahead and write me up but I already quit. I then told her that the next day first and foremost I would be contacting the department of labor along with several other employees for unpaid wages ( The store manager would make us work off the clock sometimes and would alter our timesheets if we did so we weren't paid. We all took pictures of where she did this multiple times) and stated that all of us had proof that she did it.As promised that next day I called and reported the manager and the store to the department of labor and stated that I had proof. After a few months all of us who work there were given our unpaid wages. The store was closed for a good two or three weeks while the manager hired and trained enough workers to be able to run the store again.A few months ago the store had to close down. I had a friend who works there while it was closing and he said it was because after their yearly inventory they had a major decline. This meant there were alot of thefts and it was deemed not profitable to keep the store open.

So here's what my current employer does, as a non-exempt employee who gets paid am hourly wage, we have a 2 week pay period, we enter our hours into the system, and should have them entered by the time that payroll closes out the pay period, because they need time to process payroll and make sure that it's paid on time, they send out an email Monday morning the day the pay period closes advising that it will close at 11 AM MST and to make sure all hours are entered and approved by management, and if not then it will be paid on the next payroll period, so they're not withholding anything, as you will get paid, it just will be in a future pay period, so I suppose that is how they “legally” can “withhold pay”, even though they are not withholding it, they are saying that you will get paid on a future payroll for the hours that you didn't enter before the payroll period ended.Our managers are not babysitters, and won't enter our hours for us, we as responsible adults are required to enter our own hours into the system, if they're not entered on time we won't get paid the hours that are not entered, but our employer is not technically witholding wages, because they also state in the email that any corrections will be made on the next payroll period, so basically it's your own fault if you don't enter the hours for the pay peroid, and there's nobody to blame but yourself for not entering the hours. In all my time working for this company I've never missed entering my hours regardless of what days and hours I was working, it just made more sense to enter my hours at the end of the work day to make sure that they were entered and I wouldn't have to worry about it. And if I know that I'm going to be on vacation when a payroll peroid ends I will enter my vacation hours in so I am paid those hours without having to step foot in the office while I'm gone.Another employer I worked for many years ago I had gotten a raise but due to some issues the raise didn't take effect for a month after the date it should have, so I ended up getting a raise retroactive to a specific date, they recomputed the additional pay and it was paid out on a future paycheck shortly after based on the hours worked since the effective date of the raise.