Comstock's magazine 0919 - September 2019 | Page 24

n EVIL HR LADY
DILEMMA OF THE MONTH
WHY A MANAGER SHOULD NEVER
PAD EMPLOYEES’
TIMECARDS
by Suzanne Lucas
ILLUSTRATION: JOHN CHASE
I
was recently promoted and will be taking over a
team that previously reported to my boss. A couple
years ago, due to a new law regarding exempt
employees, the team was switched from exempt to
nonexempt. They were given a nice bonus, $5,000, to
help “soften the transition.” Recently, my boss let me
know he’s been adding three hours per week to their
timecards. Additionally, he allows them to clock out
from home after leaving the office. For example, one
employee left the office at 4 p.m. but clocked out at 6:15
p.m. I told my boss I would be stopping these practices.
Am I micromanaging the team by asking them to clock
out when they leave the office?
A
24
comstocksmag.com | September 2019
OH, BOY, I HATE MICROMANAGING, BUT
THIS IS NOT MICROMANAGING. This isn’t
even close to micromanaging. This is
managing, and basic managing, like what
you would expect from the shift manager
at the local fast-food restaurant.
Your boss made a huge mistake, and
your employees will be very unhappy
when you cut off the gravy train. But cut it
off you must. Your boss put the company
at risk by padding his team’s paychecks,
and continuing this will only make the
situation worse.
The Fair Labor Standards Act has
strict rules regarding paying non-exempt
employees, and California is even stricter.