LWG must accurately record time worked to calculate employee payroll and benefits. Accurately reporting time worked is the responsibility of every nonexempt employee by using the timekeeping system at each work location, and all time worked must be accurately reported. Employees are encouraged to contact Human Resources if they have any questions or concerns about timekeeping. Failure to use the time-keeping system accurately or consistently may result in disciplinary action, including termination of employment.

It is the employee’s responsibility to review and authorize their time record to certify the accuracy of all time recorded. The supervisor for each department is responsible for reviewing and authoring time records for all employees at their work location daily to ensure accurate payroll processing. In the event of an error in reporting time, employees must immediately report the problem to their supervisor. All nonexempt employees are required to abide by the following standards concerning using the timekeeping system (time clock):

• Employees are responsible for accurately clocking themselves in and out of the time-keeping system.
• Employees must accurately record when they begin and end each work shift and each meal period's beginning and ending time.
• Employees must record the beginning and ending times of any split shift or departure from work for personal reasons.
• All time worked must be accurately recorded, and no work may be performed while off the clock.
• Employees must arrive ready to begin work at their scheduled start time.
• Before leaving the premises for the workday, all necessary time clock corrections must be completed and authorized by the employee and employee’s supervisor. The time record must be corrected appropriately and promptly.
• Time records must be authorized by employees and their supervisor daily.
• Altering, falsifying, tampering with any time records, using any other device other than a work computer to record time punches, or recording time on another employee’s time record on their behalf is strictly prohibited and may result in corrective action, up to and including termination of employment.