Timecard Enrollment and Overtime Rules
Before anyone can clock in and out, an HR admin has to enroll them in timecards and set two things: a tracking mode, and an FLSA classification. Both matter for how (and whether) their hours get tracked and paid.
Tracking mode
Mode | Meaning |
|---|---|
Enforced | The member clocks in and out, and their timecard must be approved before payroll can close. |
Informational | The member can clock in and out, but nothing blocks a pay period from closing — used where hours are tracked for reference only. |
Exception only | No punching at all. Used for salaried staff, where only absences and exceptions are recorded. |
Off | Their hours aren't tracked. |
FLSA classification
Classification | Meaning |
|---|---|
Non-exempt | Overtime is owed on the regular rate. This is the safe default and applies to most people. |
Exempt | No overtime is owed. Getting this wrong — classifying someone exempt who legally isn't — is described in the app itself as "the single most expensive misclassification in wage law," and it's made by job title far more often than by any real test of the work performed. |
Enrollment is not a security right
It would be simpler to make "tracked" just another right you grant on someone's role, but the app deliberately doesn't do that: rights are stripped the moment a member's team-membership status leaves ACTIVE, which would silently un-enroll someone at the exact moment their wage records need to survive their employment. Turning tracking off (setting mode to Off) never deletes the underlying employment record — it just stops new punches; historical punches, timecards, and earnings tied to that person are kept.
