Look beyond the scheduled shift
Required work before clock-in or after clock-out deserves review for covered, nonexempt employees. Examples to discuss include machine checks, shift handoffs and production reports. Whether particular preparation or equipment-changing time is compensable depends on the activity and applicable rules.
- Compare actual tasks with punch and payroll records.
- Keep shift-premium and production-bonus descriptions.
- Identify who directed work outside recorded hours.
Attendance systems need context
For eligible employees at covered employers, qualifying FMLA leave may be taken intermittently when medically necessary. A points system does not answer whether a particular absence was protected.
Preserve leave approvals, absence notices, discipline and communications about the reason for each missed shift. If your concern involves discriminatory job assignments, identify the decision, timing and comparable assignments you personally know about. Avoid taking proprietary production files to document an employment issue.
Common questions
What employees ask us
What if payroll shows every scheduled hour?
The schedule may not capture all work. Explain the tasks you performed, how long they took and how supervisors became aware of them; the legal review still depends on your position and the governing rules.
Official information
Content updated October 21, 2026. General information; individual circumstances and applicable law matter.