Time and Attendance Management Flashcards

What is the FLSA requirement for retaining payroll and time records for non-exempt employees?

Answer: At least 3 years for payroll records and at least 2 years for records used to compute wages (such as timecards)

The FLSA requires employers to keep payroll records for at least 3 years and supporting records like timecards for at least 2 years.

How does ADP handle shift differentials for employees who work evening or weekend shifts?

Answer: ADP Time & Attendance can be configured to automatically apply a pay rate premium for specific shifts, and the differential is transferred to payroll for processing

ADP Time & Attendance supports configurable shift differential rules that automatically apply the appropriate rate premium based on the shift worked, seamlessly passing the data to payroll.

What is a 'biometric time clock' in the ADP context and what compliance concern does it raise?

Answer: A time clock that uses fingerprint or facial recognition for authentication; it raises biometric data privacy compliance concerns under state laws like Illinois BIPA

Biometric time clocks capture unique physical identifiers for authentication, which triggers compliance obligations under state biometric privacy laws such as the Illinois Biometric Information Privacy Act (BIPA).

In ADP, what is 'job costing' in the context of time and attendance?

Answer: The ability to track employee time against specific jobs, projects, or cost centers so labor costs can be attributed accurately in the general ledger

Job costing in ADP Time & Attendance lets employees code their hours to specific projects or cost centers, enabling accurate project-level labor cost reporting in payroll and accounting.

What is 'holiday pay' configuration in ADP, and what must a payroll specialist verify before each holiday?

Answer: Holiday pay rules must be configured in ADP to define eligible employees, pay rates, and whether hours count toward overtime; the specialist must verify the holiday is on the calendar and rules are active

ADP requires holiday pay to be configured per company policy; payroll specialists must verify the holiday is in the system calendar and that applicable pay rules are active before each holiday pay period.

Under the FLSA, are employers required to pay employees for travel time between home and work?

Answer: No; regular home-to-work commute time is not compensable under the FLSA, though travel time between job sites during the workday is compensable

The FLSA's Portal-to-Portal Act excludes normal home-to-work commuting from compensable time, but travel between job sites during the workday must be paid.