Our time clocks abide by the 15 minute rounding rule that most are familiar with – clock in at 53 minutes or after and start time is on the hour, 52 minutes or before and you get the extra 15 minutes early.
We basically have 2 “departments” of floor personnel, packaging and manufacturing. Found out the other day as I was clocking in that a lady from packaging was excited she clocked in by the 52 minute mark to get her daily OT. I questioned that they actually got overtime for this and she said yes.
It turns out, that as our time clock system is also an online tool for time off requests, our times can be adjusted by our supervisor if we decide to work through break or stay late, etc. However, this whole time(only since Thanksgiving that we've had this system), he's been adjusting our clock in times to right on the hour when our shift is to start, even though it's policy that we get “gowning time” both at the start and end of shift, so essentially we are there from 0553 to 1423, with an unpaid break.
According to the Department of Labor, this a HUGE no no, and so I brought it up to HR stating that not only was this illegal to do but now my whole department is owed back pay.
Our HR rep is generally completely useless, so we'll see how it plays out.