Employee Time Off Record: Fill & Download for Free

Not in the United States. This question has been fleshed out in the courts thanks to Walmart. Years ago, department managers (hourly employees) would voluntarily wander in on their free time and clean up their departments (like on Sundays when they did shopping as they all used to have weekends off). Later on a department manager was passed over for a promotion because her department wasn't as clean as her peers. She sued and won.In the court hearing, she claimed that she was the only department manager who refused to ever do work off the clock. When she said that to her store manager, he replied that “Everybody else did what it took to get the job done.” She claimed that it was an unfair advantage. The store leadership team claimed that they never put such pressure on employees and in fact weren't responsible for what people did on their time off.Under cross examination the store manager and district manager were asked if it were acceptable for an employee to work off the clock. They said no. Then they were asked if they'd ever told employees never to work off the clock. They said yes. Then they were asked if they'd ever terminated an employee for working off the clock. They said no.Clincher! Game over and they knew it. Why? It comes down to American corporate norms and the long held legal view that: “a rule that is not backed up with both the threat of corrective action AND a consistent track record of corrective action is not a bona fide rule.”Walmart lost the court case and had to pay millions in fines and class action money. The reason? “An environment where employees are allowed to work for free creates an environment where other employees feel pressured to work for free to be considered good performers. This deprives them of their rights and an even playing field when it comes to annual appraisals and opportunities for promotion.”No employer is permitted —even if you offer it voluntarily— to ever allow an employee to work for free. I was there when Walmart lost the lawsuit on this matter. I saw managers written up for not forcing employees to take their breaks. I saw managers fired for allowing unpaid labor to happen in their store.

Q: My boss offered me extra hours, but told me to report my normal hours to HR and record how much I worked extra to use later for time off. Is this legal?The long term care facility I worked at played this game all the time. Nurses were expected to punch out and go back to finish their charting. Social services, dietitians, and other support disciplines were expected to complete their work in the 8 hour day. Staffs were dwindling through attrition, and administration refused to replace the empty positions. At first we’d be told, OK, you don’t need to do this or that - and a few months later there would be a shocked reaction: “What? No! That has to be done!” and we would be questioned about our “time management” if we couldn’t get our job + the other person’s job done.One diligent dietitian worked several hours extra daily, but didn’t punch out until she was done. Because her overtime wasn’t approved, she didn’t get paid for those hours. Then the Labor Board did an audit after an anonymous complaint - and we had to back-date approvals for all her OT, and cut a check for several hundred hours. Administration was furious. So she started punching out and going back to finish her work. As her immediate supervisor, I had told her that, while I appreciated her diligence in getting the work done, it made it look like three people could do the work we really need four to do. Human Resources enforced their policies, and I had to do an oral (i.e. minor) disciplinary action, so there would be a record that she was educated not to do the extra hours.Don’t work extra hours without a paper trail to prove you were approved to do it, and be sure to punch in/out. Big business doesn’t like unpaid time. While I don’t know the laws in your state, an anonymous call to the Labor Board might be appropriate.Keep records, emails, etc. so if you are fired for refusing to do the extra time, you can file a complaint.EDIT: In response to comments, I’m adding this clarification: Yes, it is legal to ask an employee to work for overtime or comp time at 1½ reimbursement rate. What’s not OK is that the OP was asked to report only her regular hours to HR. Why would a manager want her hours off the books unless it was to make productivity look more efficient and keep OT $$ down? Right, you can’t force someone to work extra hours. But the pressure to get 10 hours of work done in 8 hours “off the books” is coercive and unethical. I’ve seen managers (including my own, before I was salaried) go blank when asked if a worker could use their comp time: it wasn’t approved, there is no record, and no, you didn’t work that many hours. Why can’t you get it done – do you have some time management problems? If you decline to work extra hours, guess who’s remembered when it’s time for layoffs? Productivity rates continue to increase in the U.S. – because fewer people are doing more work that should be allocated to more people. So, employees work an extra few hours off the clock. Fair enough for salaried employees, but “on the clock” workers can’t legally be expected to stick around off the clock.EDIT as of Feb. 18, 2021: I’m receiving many comments on my reply. That’s great if you are commenting on my answer. But, I’m receiving many comments that should be their own answer to the question: if you want to answer the original question, go to the original question and offer your answer. Comments on my own reply are welcome, but many of these excellent comments should be their own answer.

Thank you a2a bot.As an owner of 4 gun shops, I used to sell guns online. I always spotted new gun buyers online by their order. They would always and repeatedly try to buy things online that were illegal in their state.For example, I had a guy in San Diego, California buy an AK-47 with a bayonet, 6 30 round magazines, a 75 round drum magazine and 5,000 rounds of 7.62 x 54 (ak ammo is 7.62x39).One of my employees noticed and reported it to me. I called the guy to see if he was law enforcement. He wasn't. He was a hairdresser by trade. So I informed him his order was illegal and I was going to issue a 50% refund.He went off. It's not illegal! If it was illegal why did your site allow me to order it blah BA blah BA blah. Eventually, he threatened to sue me and eventually I got served a lawsuit but it was quickly squashed. He did not get his refund. It went for the lawyer by judges order.Now it is legal to buy a gun online in the united states. However, it must be shipped to an FFL holder. They are responsible for performing the federally required background check. You cannot sell firearms across state lines by federal law without going through a licensed gun shop.Edit: September 12th 2020- there is a lot of people wanting to know why only a 50% refund and not a full refund. They got the ammunition.I went through a full breakdown in another set of comments on the answer. The original comment was deleted by the commenter.I have to repackage. There is no deleting records from my companies software. I have to print out return forms and send it back to the place it was purchased from (transfers only get this) combined with the restocking fees, I have to pay for the gas in my employees vehicle to bring it to be shipped, the cost of the employees time who handled the item, and storage fees depending on length of time the items been in my inventory (awaiting customer paperwork).I also have within the contract that he signed that there is a financial fee. You see when I accept an order online I get charged by the credit card company and the bank as well.If I did full refunds on such orders I lose money around 300.00 to be exact not including banking fees for a 700 dollar AK order. The bank and credit card company charges me another 50 bucks ontop of it. So in the case of this guy he would have gotten half his money back.I'm sorry people do not like this but I run a business not a charity. You the buyer are responsible for knowing what your buying online is legal where you reside.In shop is completely different because unlike online I dont have those types of business related costs.I had a very unpleasant incident as well in my 14 years of business. Back in 2013 I had a few packages turn up empty. Turns out the USPS worker was opening packages they thought contained firearms and stealing the contents and sending the empty boxes to their destination. Since then I had to pay for extra insurance and return receipt requested. There is one particular USPS hub that is notorious for mishandling such packages. It became standard for my company to use special tamper evidence materials in shipping package an extra cost to the business.The cost of the tape alone isnt cheap. A tape that met TSA regulations cost 42 dollars per 55 yard roll. Security tape is not cheap.Thankfully my shops are large enough with a strong enough customer base I was able to get out of online firearm sales and not have to lay people off.I offered to substitute the illegal part of his order which would of been a felony for him. If I send an illegal weapon into a state like California I lose my license. I offered to swap out the ammunition for the correct AK ammunition (aks are chambered mostly in 7.62x39mm not 7.62x54) and swap out the AK for a California compliant AK with California legal magazines and refund him the difference. He was not having it. I processed the ammunition and sent that to him. Deducted the cost of packing materials from the weapon and cost of my employees time. I then issued a seperate refund on the ammunition which he got most of the money back on that.The total breakdown was another comment all together who thought I was dinging him for the full overhead of my shop.The break down in the fees that resulted in the 350 refund being issued was:105 for restocking (flat fee charged regardless if shipped or not)150 for employees who packaged the weapon, ammunition and magazines (6 employees for 1 hour being paid 25 dollars an hour.)For the rifle:16 dollars for the box, 3 dollars for the tape, 31 dollars for retail cushioning (air pillows and foam peanuts)Total 300 dollars not including the fees I get charged regardless if its a sale or not by the credit card company and bank. Credit card authorizes the payment immediately. I call them and tell them to stop processing and they get their fees from me. I call the bank and tell them to not move the money and they get there fees from me. 25 dollars each.Grand total 350…ergo half of the 700 for a rifle that was not California compliant and refused to allow me to substitute a California compliant AK.For the magazines:16 for the box (only box that all the magazines would fit in), 50 for the 3 employees (each got paid 16 dollars for the order didnt take long to package. yes 3 one packaging 2 grabbing items who had to go get more peanuts), 3 dollars for tape, 1 dollar for peanuts.Grand Total 70 dollars subtracted from 190 is 120 in refund for magazine.If I charged him for the whole overhead for my shop…well he'd owe me well north of 420.I understand he was pissed and last thing I wanted to do was lose a sale and a potential life long customer. I made every attempt to substitute to avoid this outcome. He was very vocal though that the internet prevents people from buying things that are illegal in their state. That if my site allowed him to buy it it was legal in the state to own.The other issue is I'm not most gunshops I'm about 3 times the size.Most places arent as large either. 60,000 square feet, 9,000 square feet for retail, 9,000 firearms in stock, 36 full time employees per shop with a total of 2 shops back then. I now have 4 all the same size. Other shops being small in size is why they do not have the same overhead.For comparison the cabelas in Hamburg pensylvannia is the largest of their shops at 250,000 square feet. They are about 4 times as large as my shops. Infact that 1 shop could fit all 4 of mine with a bit of room to fit another half of one of my shops in it roughly.He got the ammunition and paid cost of my employees and packaging for the illegal part of the order only after rejecting substitutions and a refund of the difference.