Timekeeping Policy

Objective

The purpose of this policy is to outline the timekeeping policies of Cloudten Residential (“Cloudten”). Accurately reporting time worked is the responsibility of every employee. Maintaining an accurate record of requested time off which occurs during regularly scheduled days/times is the responsibility of all employees, exempt and nonexempt. Cloudten must keep an accurate record of time worked and paid absences to calculate employee pay and benefits correctly.

Time Worked

Time worked includes all time an employee is required to perform job duties. Time worked is used to determine overtime pay earned by nonexempt employees. The following provisions are included as time worked:

• Work away from the premises or at home. If approved, work performed off the premises or job site or at home by a nonexempt employee will be counted as time worked. A non-exempt employee will not be permitted to perform work away from the premises, job site or at home unless approved in advance in writing by their manager.
• Break time. Rest periods of 15 minutes or less are counted as time worked.
• Training. All required training, in-person or online.

Time Not Worked

Per the Fair Labor Standards Act (FLSA), the following does not count as time worked:

• Paid leave. Approved paid absences, including sick leave, vacation leave, holiday leave, Family and Medical Leave Act (FMLA) leave, military leave, jury and witness duty, funeral/bereavement leave, and voting time off are not counted as time worked.
• Meal periods. Uninterrupted time off for meal periods is not counted as time worked.

Paid Time Off: It is the responsibility of the employee to submit time off requests for available balances within the timekeeping system. Time off requests should be sent at least 2 weeks in advance. Time off requests are subject to manager approval. Please review the Team Member Handbook to review the types of time offered.

Timekeeping

Every nonexempt employee (for ease of reading means "you" or "your" in the following) must accurately record the time you begin and end your work, as well as the beginning and ending time of each meal period. You must also record the beginning and ending time of any split shift or departure from work for personal reasons. As a non-exempt employee you must accurately record all time worked. Employees are required to use the company’s timekeeping system to punch in and out in real time. Employees should clock in and out on the computer. Remote employees in the field may use their mobile device to clock in or out.

Your timesheet must be approved by both you and your manager and submitted on time for each semi-monthly pay period. Payday is the 10th and 26th of each month.

Timekeeping cont.

It is your responsibility to review, correct and approve your timecard within the timekeeping system to certify the accuracy of all time recorded and to do so by noon of the first working day after the period has ended. Your direct manager will review and approve the timecard before the end of the first working day after the period has ended. In the event of an error on your timecard, you must immediately report the error to your direct manager. In the case of a missed or inaccurate punch complete the timecard correction in your timecard. Employees are expected to record their time accurately each day and corrections should be occasional.

If your manager believes your timecard is not accurate, your manager will discuss with you any disputed modification. If you and your manager cannot agree on the modification, contact payroll@livecloudten.com.

Clock all your time worked. Working “off the clock” is strictly prohibited. The company pays for all hours worked. You should not be working before you clock in or after you clock out. We value your work/life balance and do not believe work should intrude on your personal time. Your manager should not pressure you to work any unpaid time (if this happens, contact your HR Business Partner. You are not permitted to work off the clock including:

• “Just finishing up” at the end of the day
• “Volunteering” to work on something
• Working unpaid time due to budget concerns
• Working unpaid time due to feeling that you should have finished earlier
• Working unpaid time to complete company-assigned in-person or online training

• Responding to work emails, phone calls, text messages, etc. during off hours unless an emergency, on-call and documented on your timesheet.

• “Donning and doffing” (changing into and out of work clothes, gear or equipment)

Your manager may not adjust your timecard unless there was a legitimate error in the time recorded that must be corrected.

Enforcement

Timekeeping violations may result in disciplinary action up to and including termination. Timekeeping violations include without limitation falsification of timekeeping records; unauthorized overtime; failure to abide by departmental timekeeping procedures; failure to submit timesheets by established deadlines, and altering, falsifying, tampering with, or recording time on another employee’s timecard.