What Are My Timekeeping Responsibilities as an LWG Supervisor?

Quick Answer

As an LWG supervisor, you are responsible for ensuring accurate timekeeping, legal compliance, and proper enforcement of meal and break policies for your team. Your active review, timely corrections, and consistent follow-through are critical to payroll accuracy, wage and hour compliance, and protecting both team members and the Company.

Supervisor Timekeeping Responsibilities

Supervisors are expected to actively monitor, correct, and approve time records throughout each workweek. Your responsibilities include:

Break & Meal Compliance: Ensure all required meal and rest breaks are provided, taken, and recorded in accordance with policy and applicable law.
Duty-Free Enforcement: Make sure team members are completely relieved of all duties during meal and rest breaks.
No Denied Breaks: Do not delay, shorten, discourage, or prevent team members from taking required breaks.
Time Entry Oversight: Review, resolve, and authorize team member time entries regularly to confirm accuracy and compliance.
Timely Corrections: Complete all timekeeping corrections immediately and ensure entries reflect actual hours worked, meals taken, and breaks provided.
Prevent Off-the-Clock Work: Ensure team members are never expected or allowed to perform work without recording time.
Enforce Policy: Address timekeeping errors, violations, or repeated issues promptly and reinforce expectations through coaching and documentation.
Override Use & Documentation: Supervisors may not alter time entries without proper documentation and team member confirmation. Unauthorized or undocumented overrides may result in corrective action.
Escalation to HR: Report compliance concerns, denied breaks, suspected time fraud, or pressure to work off the clock to HR when appropriate.

Weekly Timekeeping & Compliance Checklist for Supervisors

Use the checklist below as a practical guide to support payroll accuracy, legal compliance, and consistent

Task	When to Complete	Supervisor Actions
Monitor clock-in/out compliance	Daily	Review clock-in/out times. Address early, late, or missed punches. Reinforce correct clock button use.
Verify break & meal periods	Daily	Confirm all required rest and meal breaks are taken, duty-free, and recorded accurately. Intervene if any are denied or missed.
Correct missed punches or errors	As reported	Review correction requests. Complete accurate edits with notes. Follow up with the team member for review and authorization.
Review clock entries	Midweek & end of week	Encourage team members to verify and authorize entries. Follow up with any team member who has not done so.
Audit for off-the-clock risks	Ongoing	Watch for signs of unrecorded work, such as working during breaks or staying late without clocking in. Correct and report issues immediately.
Ensure all corrections are submitted	Before weekly approval	Verify all known corrections are submitted and confirmed by the team member. Document supervisor notes if an override is required.
Authorize all timesheets	By end of day Saturday	Confirm each team member’s timesheet is accurate, complete, and authorized in Dayforce.
Address repeated violations	Weekly	Coach team members with repeated errors. Document conversations and notify HR as needed.
Report break or compliance issues to HR	As needed	Report denied breaks, pressure to work off-the-clock, or suspected time fraud to HR through the reporting portal.

Why Supervisor Timekeeping Oversight Matters

Consistent supervisor oversight:

Protects team members’ pay and legal rights
Ensures compliance with federal, state, and local wage and hour laws
Prevents payroll errors and corrective reprocessing
Reduces risk of audits, penalties, and legal exposure
Reinforces a culture of fairness, accountability, and trust

Failure to properly monitor, correct, or escalate timekeeping issues may result in compliance risks and corrective action.

This article provides general guidance only. Supervisor timekeeping responsibilities, approval requirements, and enforcement standards are governed by LWG policies and applicable laws. In the event of any inconsistency, the official policy documents apply.

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