Employers should exercise extreme caution in rounding employee time punches. That is the lesson in a recent case called Woodworth v. Loma Linda Univ. Medical Center. In that case, a California court of appeal ruled that employers should not round time punches where it is feasible for the employer to capture exact time punches.
This might sound familiar. Some months ago, we discussed a similar case (Camp v. Home Depot U.S.A., Inc.) that reached the same conclusion. However, the key distinction here is that California law has become even more resolute in opposing time rounding practices. Woodworth is the most recent consensus on this issue.
To be fair, the California Supreme Court has yet to expressly adopt the Woodworth/Camp rulings. However, court watchers, including us, expect the California Supreme Court to do so in short order. The question is not if, but when, the California Supreme Court will issue the death knell to employee time rounding.
In the meantime, we advise California employers to immediately halt employee time rounding practices.
If you require additional guidance on employee time punches or need assistance to further understand how this impacts your business, please contact us at info@mnklawyers.com.
This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between MNK Law and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.
