California Makeup Time in Virtual TimeClock
California Labor Code § 513
Below are the important details you should understand about Makeup Time:
- applies to non-exempt employees only
- requires written request by employee
- makeup time must be performed in the same workweek as the time lost
- any work over 11 hours in a day counts toward daily overtime
- 40 hour weekly overtime still applies
- employers may not encourage the use of makeup time
For more information, review the full text of California Labor Code § 513.
Entering Makeup Time in Virtual TimeClock
To add makeup time to an employee's timecard, without including the extra hours in overtime calculations, you will need to create a leave category for makeup time. Follow these steps:
- Select Turn Administration On from the File menu.
- Follow the Setting Up Leave Categories steps and create a category called Makeup Time.
When an employee works makeup hours on top of their regular hours, they should punch the clock as usual. Initially, any hours over 8 will count toward daily overtime, but that will be corrected by modifying the employee's timecard in the following steps.
- From the In & Out Board, right-click the employee with makeup time, and select Timecard.
- Choose Entry Editor from the report toolbar.
- Locate the entries for the day the employee worked makeup time.
- Double-click the entry that includes the late stop time (for example, 7:00pm).
- Change the stop time on the entry to the standard out time (for example, 5:00pm) and Save.
- Select the Add Leave button from the editor toolbar.
- Choose the correct user and select Makeup Time category from the Leave pop up menu.
- Enter the date that the makeup time was worked and add makeup time hours and click Create.
- Review the employee timecard to check modifications and verify that no daily overtime is calculated due to makeup hours.
Redcort Software Inc. assumes no liability and makes no warranties on or for the information contained on these pages. The information presented is intended for reference only and is neither tax nor legal advice. Consult a professional HR, legal or other advisor to verify this information and determine if and/or how it may apply to your particular situation.