|March 13, 2016|
While I was in college, I was working the late shift at Stop and Shop on some weekends. One of those weekends was during the start of Daylight Savings Time.
Which brings up a question: How do companies handle hourly employees when they work during the Daylight time change?
For my situation, I was responsible for hours that I actually worked regardless of what time it was when I punched out. So if I worked when Day Light Savings began I didn't get a free hour worth of work, I still had to put in at least 8 hours of work. I recall that the store manager took my time card and make a note of the hours worked. This is because the time card machine didn't properly compensate the actual working time.
This matches what the IRS recommends:
On the Sunday that Daylight Savings Time starts at 2:00 a.m., the employee does not work the hour from 2:00 a.m. to 3:00 a.m. because at 2:00 a.m. all of the clocks are turned forward to 3:00 a.m. Thus, on this day the employee only worked 7 hours, even though the schedule was for 8 hours.
The FLSA requires that employees must be credited with all of the hours actually worked. Therefore, if the employee is in a work situation similar to that described in the above example, he or she worked 7 hours on the day that Daylight Savings Time begins. This assumes, of course, that the employee actually worked the scheduled shift as in our example.
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