“If you have to clock in and out with an auto-clock, you must get previous permission, say from your store manager, to continue working,” says Stewart.
“How can you simply walk away from the counter when you are serving a customer and ask your manager if you can work overtime?”That’s the crunch. Employers tell their workers that they need permission first to work overtime before they work off-the-clock. Easier said than done. “I’ve seen this situation firsthand at my local CVS pharmacy store,” adds Stewart. “When the assistant manager’s shift ended at 6 pm (and who is also misclassified), I heard him tell the manager that his shift was over because he had automatically clocked out. ‘Sorry, you have to keep working,’ she told him. I asked the kid, who looks about 19 years old, if he is getting overtime. ‘I can't leave the customer,’ he told me.”
Stewart adds that assistant managers are the typical targets of overtime violations and other California labor law violations. “For instance, if you are an assistant manager, you will automatically get clocked out after your 8-hour shift at 6 pm so it is your responsibility to finish work at 6 pm. But assistant managers cannot leave customers sitting there - unless they want to be fired.”
And the same goes for lunch breaks. The best practice is to require employees to clock out and back in for meal breaks, but the automatic clock takes 30 minutes off your shift regardless whether or not you take time off. You can work through lunch and still get clocked out.
READ MORE CALIFORNIA OVERTIME LEGAL NEWS
Further, the court determined that employers “cannot simply abdicate responsibility for adequate compensation by shifting the burden to employees.” To minimize wage and hour liability, an employer must “exercise its control and see that the work is not performed if it does not want it to be performed.” (The lawsuit is Quickley v. University of Maryland Medical System Corporation.)
Perhaps the only way that auto-clocks work without incurring overtime is for employers to implement ways for their employees to override or adjust an automatic deduction if they work during some or all of their meal breaks, or work longer than their 8-hour day.