Time clock rounding and how it works

Until the arrival of time clock software, tracking employee hours was not an exact science. Hourly employees in manufacturing would line up in front of a time clock machine waiting for their shift to start.

One by one they would clock in, and depending on how the long the line was, the employees at the end of the line were late.

The challenge for the employer was how to calculate those hours. Time clock rounding was a means of keeping calculations efficient, consistent, while ensuring employees were paid fairly.

But technology has changed, and the truth is you don't need time clock rounding anymore. But we won't say you shouldn't.

This article will help employers gain a better understanding of time clock rounding for their business. Here is what we cover...

• What is time clock rounding?
• Common rounding rules
• Time clock rounding charts
• Is time clock rounding legal?
• When you should use time clock rounding
• Why you shouldn't use time clock rounding
• Conclusion

What is time clock rounding?

Time clock rounding is a method of simplifying hour calculations for payroll. It replaces the exact time an employee clocks time to the nearest percentage of an hour, such as quarter hour, or tenth of an hour. With a 15-minute rule, a time entry of 7:53 AM is rounded to 8:00 AM, the nearest quarter hour.

Rounding specifies how employees are compensated. If employees should be paid in 15-minute increments, using a 15-minute rounding rule will calculate total hours to that specification.

Rounding can also used to help prevent the accumulation of unauthorized hours and overtime, by shaving off early and late punches.

Common rounding rules
Depending on business needs, there are several different types. Here are few commonly used time clock rounding rules.

15-minute rounding rule
Rounds each time entry to the nearest quarter hour with an 8-minute breakpoint. For example, any time entry between 7:53 AM and 8:07 AM will round to 8:00 AM.

6-minute rounding rule
Rounds each time entry to the nearest tenth of an hour with a 3-minute breakpoint. For example, any time entry between 7:57 AM and 8:02 AM will round to 8:00 AM.

5-minute rounding rule
Rounds each punch to the nearest twelfth of an hour with a 3-minute breakpoint. For example, any time entry between 7:58 AM and 8:02 AM will round to 8:00 AM.

Breakpoint rule
Rounding time is sometimes referred as "up and down". The breakpoint is where the rounded time moves forward (up) or backwards (down). Typically, the halfway point, but some systems have allowed this to be modified.

7/8-minute rounding rule
Another way of describing the 15-minute rule. The 7/8 rule moves the time down at the 7-minute mark. It moves time up at the 8-minute mark. For example, a punch at 8:07 AM rounds down to 8:00 AM. A punch at 8:08 AM rounds up to 8:15 AM.

Neutral rounding rule
Rounds both the clock in time and clock out time the same way. It helps ensure the employer does not benefit from the policy and the employee is not deprived of wages over time.

Docking rounding rule
Rounds differently for the in time and out time. For example, a 15-minute rule for the clock in, but a 5-minute rule for the clock out. Essentially docking the employee if they are late.

Time clock rounding charts

Below is a graphic for a 15-minute rounding rule with an 8-minute breakpoint. The crossed lines mark where time is rounded either up or down.

For example, any time entry that falls 8 minutes after the hour is rounded up to 15 minutes after the hour.

Conversely, any time entry that falls 22 minutes after the hour is rounded down to 15 minutes after the hour.

Below is a table for a 15-minute rounding rule with a 8-minute breakpoint. Any time entry that falls between 8 and 22 minutes after the hour is rounded to 15 minutes after the hour. Which converts to .25 hundredths of an hour.

Below is a table for a 6-minute rounding rule with a 3-minute breakpoint. Any time entry that falls between 4 and 9 minutes after the hour is rounded to 6 minutes after the hour. Which converts to .10 hundredths of an hour.

Below is a table for a 5-minute rounding rule with a 3-minute breakpoint. Any time entry that falls between 3 and 7 minutes after the hour is rounded to 5 minutes after the hour. Which converts to .08 hundredths of an hour.

Is time clock rounding legal?

Yes, it is legal, providing the policy is fair to employees.

As a specific example, California legal actions are showing a trend to possibly prohibit rounding policies entirely. If interested, read California Time Rounding Policies – The Beginning of the End?

The underlying premise is this. Employers are required to pay employees for every minute worked, it makes sense that time is also tracked to the minute. With more accurate online time clock systems, it's increasingly difficult to justify why rounding policies should be used. Especially if proven unfair.

To be clear, it is still legal in California to use neutral rounding policies, that is, if those polices do not ultimately benefit the employer. Court actions occur when employees prove they were short changed by those polices.

When you should use time clock rounding

1. You don't pay to the exact minute.
Instead, for administrative reasons, you pay to the quarter hour, or tenth of an hour. As a way to simplify processing.

If you use a traditional time clock, this can make sense. The process is not perfectly exact, and the task of totaling the hours can be time consuming. Using rounding rules can make adding payroll hours easier.

But if you use an online time clock app, the above is handled for you. Time entries are instant, and time calculation is accurate. And since hourly employees should be paid for every minute they work, you might consider not using rounding rules at all.

2. To help control unauthorized hours and overtime.
Employees are people, they won't always clock at the exact time each day.

Rounding helps to overcome the issue of early or late clocking and can allow for calculations more in line with their authorized schedule.

Although controlling unauthorized hours is a purpose of using rounding, there are pitfalls. We'll discuss that below.

Tip, if an employee timesheet consistently shows the same time entries, an auditor will see that as a red flag and think the employee is not clocking in.

Why you should NOT use time clock rounding

1. Time theft.
Left unchecked, employees can take advantage.

Let's say you use a 15-minute time clock rounding rule, and let's say employees start at 8:00 AM and leave at 4:00 PM.

If an employee clocks in every day at 8:07 AM (which rounds to 8:00 AM) and leaves every day at 3:53 PM (which rounds to 4:00 PM), that's 14 minutes of pay they did not work. If you multiply that by 5 days, it becomes 1 hour and 10 minutes per week. Multiply that by 52 weeks it becomes 60 hours and 40 minutes.

If that employee is paid $25 per hour. Your potential loss is $1,517 over the year.

2. It's not necessary anymore.
Payroll for hourly employees does not require rounded hours. It never has. It was a convenient method used by employers to help administrative tasks.

As mentioned, if you use a web-based time clock system, everything is handled for you. Employees don't have to wait in line, they can simply clock in using their phone or office computer. And the software already calculates everything.

By not using time clock rounding rules, you are ensuring employees get paid only when they are on the clock. Not when they try to bend the rules.

Further, you are ensuring that everyone is treated fairly. Both for you the employer and your employees.

Conclusion

Time clock rounding policies are a helpful way of simplifying payroll hours. Still used by many businesses today. If you use a traditional time clock, it makes sense to leverage rounding rules. It can work fine providing it is fair to your employees, and no one sets to abuse it.

But if you use a time clock system, such as Webtimeclock, you really don't need it. No lines of employees waiting to clock in, and the software calculates everything right down to the exact minute.

Further, laws are starting to push against these kinds of policies too. Employees need to be paid for every minute they work. If you make sure employees get their full breaks, and don't use rounding, staying compliant is much easier.

Fingerprint time clock pros and cons

If you are a small business looking for a time clock, using a fingerprint time clock is still a very popular choice.

I won't go into detail about different types and models, as they all do basically the same thing. That is, employees place a finger on a sensor to record a timestamp.

That's all there is to it.

The fact you may be looking to use a fingerprint time clock, you probably have one primary purpose in mind. You want to prevent any chance of buddy punching (also known as time theft).

If that is true, keep reading, here are a few pros and cons to consider.

The pros of using a fingerprint time clock

• They prevent buddy punching.
• Are generally less expensive compared to facial, voice, iris, or other types of biometric clocks.
• Employees typically clock by placing a finger, but some clocks may require a PIN or badge as confirmation.
• Fingerprints are not photo images, they are a mathematical equivalent known as a template. You can't print out each fingerprint.
• Most clocks, but not all, will save punch data in its memory.

The cons of using a fingerprint time clock

• Depending on the quality of the finger sensor, not all employee fingerprints will be recognized.
• Works best when employee fingers are clean. May not work well when fingers are dirty or greasy.
• Some employees may be opposed to the notion. To them, it may be a violation of their personal information.
• Some states have strict laws. If you operate in Illinois as an example, be extra careful to abide by their laws, otherwise you could be fined heavily for violations.
• It may show employees you don't trust them.

General suggestions

Like with most products you buy, the more you spend on a fingerprint time clock, the better the quality. The more expensive clocks have better components including the finger sensor itself, meaning better accuracy, more features, and a wider range of employees being able to use it.

Make sure you mount the fingerprint time clock to a wall to prevent someone from walking away with it, and to keep it stable as employees clock in. If you can't, be sure to always monitor as it's being used.

If you use time clock software, make sure the clock you are purchasing is supported. For example, many inexpensive fingerprint time clocks out of China do not support time clock software at all. With these, all you can do is download the punches and insert them into a spreadsheet.

Conclusion

Despite the cons, using a fingerprint time clock can be an effective way to capture employee time for payroll.

Check out the fingerprint time clocks available on the Webtimeclock store.

The advantage with us is your fingerprint time clock will sync with our web-based time clock software.

And... it comes with a free 15-day trial.

The best time clock for UPS stores

Webtimeclock is fortunate enough to serve several UPS stores, so we have a little inside knowledge on how you run your business.

Not just as a time clock, but running company payroll too.

As you already know, each UPS store is a franchise owned and operated by independent business folks. Sometimes one store, sometimes multiple stores.

We've witnessed UPS store owners who use Webtimeclock build their businesses one store at a time. Which is very cool.

In general, the UPS store model is very successful and has become the largest franchise in the world regarding shipping and business services.

And incidentally, the very first UPS store (Store #1) is in our home town of Carlsbad, California. Also the home of The UPS Store Corporate Headquarters.

Why use Webtimeclock for your UPS store?

Primarily because you hire hourly employees... But also because you run your business at a retail location (sometimes more than one), and have at least one web-connected computer... And you may not always be at the store to check hours.

Here are a few reasons why we are a great fit...

• Employees can clock in using a PC
• Employees can clock in using their phones (if you want them to)
• You can install a wall-mounted time clock as an option
• You can limit employees to only clock from your store Wi-Fi
• You can assign a trusted employee as an administrator or supervisor
• Owners can review timesheets from the store, or from anywhere
• As an option, run your payroll directly from your Webtimeclock account
• And a lot more

When employees arrive at your store to start the day, it's easy for them to clock in. They can either use your PC as a time clock, a tablet, or use their phone.

From there they can start working, maybe ship someone's package, set up a new mailbox, shred customer documents, provide notary services, or answer the phone.

It's all in a day's work at the UPS store.

Give us a try, the first 15 days are on us.

Real-time reporting

Webtimeclock data is in real-time.

If you are wondering why this is a thing, here is the reason. The alternative to an online time clock is desktop software, the kind you install on your PC.

And yes, you can still purchase desktop software for time and attendance.

But by it's nature, desktop software is not real-time, especially when using wall-mounted time clocks. Data from the clocks to your PC does not transfer instantly, as each clock waits for the software to pull the data on a schedule.

Webtimeclock on the other hand, does not pull data from clocks or anywhere else. Instead all data is pushed to Webtimeclock, thus making it instant.

So if all that makes sense, it means that whatever report you see in Webtimeclock is the latest data.

The exception is when your time clock is offline (you can check this in your account). If that happens, Webtimeclock waits until it reconnects.

Web clocking is always real-time.

Is payroll really that hard?

Payroll itself should not be hard to understand. In a nutshell, it's the total amount of money a company pays its employees per period. Periods are usually weekly, biweekly, semimonthly, or monthly.

For example, if an employee makes $15/hour and works 40 hours in a week, they should be paid $600 for weekly payroll. And further, if a company has 4 employees each making the same amount, then the company's payroll is $2400.

Hopefully simple, right?

But what makes it complicated?
Our US tax system. Unless you are an accountant or bookkeeper who specializes in payroll, then running payroll can be hard. That is, if you consider calculations of tax rates, forms that need to be completed, and payments that need to be submitted on time to various tax agencies such as the IRS.

Each employee paycheck is taxed. Tax amounts such as income, Social Security, and Medicare are withheld from the employee's paycheck as liability to the employer. The employer is taxed too. In turn the employer pays these taxes to the government.

It wasn't always this way
To give you an idea, in 1862 President Lincoln signed a law to help pay for Civil War expenses that levied an income tax of 3-5% of income. But because of public opposition, Congress cut that rate in 1867. So instead, 90% of all US revenue came from sales of liquor, beer, wine, and tobacco.

It wasn't until 1913 when Congress ratified the 16th Amendment, which allowed Congress to lay and collect taxes on incomes... all motivated from the threat of war. The form 1040 was also introduced that same year.

To make it even more complicated
Payroll tax penalties. In 2022, the IRS collected over $13 billion for payroll tax penalties alone. But keep in mind that payroll tax penalties can also incur from the state level too. How does this happen? By not staying in compliance.

A few tips to avoid payroll tax penalties

• Deposit your payroll taxes to agencies on time. Don't be late
• Keep accurate and complete payroll records
• Watch for any federal or state law changes
• Properly report wages and withholdings
• Properly classify your employees and/or contractors

Knowing this, should you do payroll yourself?
Yes you can, and many do. If your company has the resources to do this in house, then it might make sense to take on the task. But consider the costs... outsourcing your payroll will likely reduce your time and costs, not to mention help avoid penalties by staying in compliance.

How Webtimeclock can help
Webtimeclock is not only time clock software, we are also a full-service payroll provider. With us, employee hours are integrated with our payroll system. Here are a few ways we make it easier.

• Web-based company and employee onboarding
• Automatic ACH payments to both employees and tax agencies
• Tax rate calculations for all 50 US states
• Reports such as pay stubs, 1099s, w2s are all available in your account
• Time tracking fully integrated with payroll

Summary
Yes, payroll is hard if you do it yourself, but it can be learned. It requires time and energy to process, maintain records, and ensure compliance. If you are up to the challenge, great. If you rather spend more time on products or services instead, we can help.

The complete guide to time clocks

This guide is for anyone who needs a time clock for their business. We'll explain what they are, how they work, what choices you have, and a few examples.

What is a time clock?

A time clock is anything that records the start time and end time of an activity. That might be a machine, software, or online app. Whatever the type, the purpose is to track how much time was spent.

Most are used for payroll and tracking labor costs. Employees record when they start and end their work shift. Then, when work is completed, the employer calculates the total duration to determine the employee's regular and overtime hours for payroll.

They can also be used for job costing. Workers record when they start and end a task, job, or project. When completed, the hours are used to track business costs, and for billing clients.

Generally, an employee time clock is used for time tracking and attendance tracking. Also known as time and attendance. If you have hourly employees, you will need a time clock.

How do they work?

By recording a time entry. For example, printing on a timecard, clicking a button, waving a badge in front of an RFID reader, or placing a finger on a biometric time clock. It all depends on the type of employee time clock you're using.

Here are a few common terms used with time clocks.

Punch: References to the actual time recording, or time stamp. For many years, commercial time clock machines used a mechanical process to record time. A metal die was literally “punched” against an ink ribbon to print on paper.

Clocked in: References if the employee is eligible for compensation or not. When clocked in, the employee should be compensated for every minute worked. When clocked out, the employee is no longer compensated.

Time card: Traditionally, a lined form made from paper card stock used to accept prints from a timestamp. Kept as a record of employee time.

Timesheet: Traditionally, a lined form made of paper used to track time by hand. Functionally, the same as a time card, just without a machine.

Calculating time: The process of adding total hours from a time card or timesheet. This to determine regular and overtime hours for payroll over a pay period. Traditionally done manually but using time clock software reduces payroll errors.

Scheduling: Determines each employee's schedule for when and how long the work. Usually by shift. This helps to cover business demand, and lets the employee know when they are expected to clock in.

Buddy punch: When an employee records the time for another employee. If an employer is not aware, an employee could be compensated for time they didn’t work. A practice also known as time theft.

Missed punch: When hourly employees forget to clock in or out. When this happens, the employer needs to determine the correct time to be recorded.

Punch rounding: A feature that rounds the calculation of a punch to a percentage of an hour. For example, the nearest quarter or tenth of an hour.

Clock lockout: Prevents employees from clocking outside their assigned shift. This can prevent employees from accumulating unapproved overtime.

What are the choices?

There are many types of time clocks, and ways to use them. We'll go over the basic types. It's all a matter of what works best for your needs.

Mechanical time clock: A machine that uses a mechanical process to record on timecards. Typically, they use a metal die stamped through an ink ribbon on to the card. Most are no longer being manufactured.

Electronic time clock: A machine that uses a dot-matrix printer to record on timecards. These were developed to replace mechanical time clocks, as they were less expensive, and much quieter. There are many still being manufactured.

Time clock software: Software on a PC or Mac, or an online time clock system. Used in combination with a data collection device (recording employee punches) . The advantages can include time tracking with automated calculations, timesheet reports, employee scheduling, and the ability to export timesheets and creating a payroll report.

Biometric time clock: A data collection device that uses biometric sensors such as fingerprint, or facial recognition. Used in combination with time clock software, or as a stand-alone device. Helps prevent buddy punching.

Badge swipe time clock: A data collection device that uses magnetic stripe or RFID badges. As with biometric, used in combination with time clock software. Probably the easiest way for employees to clock in.

Time clock app: A way of using a phone or tablet as a data collection device (installed or using the browser). The best solution for remote employees. A time clock app is another name for online time clock software.

Scheduling software: Like time clock software, scheduling can be stand-alone, or as an additional feature to the time clock app system. Use it to create each shift and schedule employees by workweek.

No monthly fee: Those searching for time clocks often ask about this. It's a matter of how you want to purchase employee time tracking. Stand-alone solutions do not require monthly fees; however, all cloud-based systems do. Be advised that no monthly fee solutions do not come with free support.

Examples

As a help, here are a few examples.

Webtimeclock: One of the first time clocks available online. Give it a try. Comes with a free 15-day trial.

QuickBooks Time: Formerly known as TSheets and now owned by QuickBooks. Priced much higher than Webtimeclock.

Timeclock Plus: Started by offering PC software, but are now web-based. Also priced higher than Webtimeclock.

Top 50 Selling Time Clocks on Amazon. Not all offers are an employee time clock, however several are stand-alone devices at low cost. Amazon prices are usually very good. So you know, we are not an Amazon affiliate.

Summary

For optimizing human resources, you need a time clock or employee attendance system. Use them to track employee hours, calculate payroll, and keep records. There are many choices, but your best choice depends on you and your specific needs. We, of course, would recommend using Webtimeclock.

Who's clocked in report

One advantage of using a web-based time clock is having data in real-time.

There is no need to poll data from clocks, wait for the software to update, or click any button to calculate a time card.

Everything is instant.

That is especially useful for reports such as our Who's clocked in report... Found on your dashboard.

The Who's clocked in report lists how many employees are clocked in, what their names are, and what time they clocked in.

It also includes a tab that lists how many (and who) are currently clocked out.

As an added convenience, each row on the list is a link to the employee's time card. That way, you can see all their punches.

Keep in mind, the Who's clocked in report is just a snapshot in time, so it's not something to download or print.

Just a quick way to know if staff are on the clock, or not.

Time card exceptions

A time card exception is when a punch does not follow a rule. For example, a punch showing an employee late for work. Typical exceptions include:

• MISSING PUNCH
• IN EARLY
• IN LATE
• OUT EARLY
• OUT LATE
• UNSCHEDULED

When set, these exceptions will show as RED on the employee's time card, thus alerting you to make any adjustments if necessary.

In the world of time clock software, rules like these are typically defined by a shift, which gives you the option to tailor for your company policies.

Shifts serve two purposes: They are used for employee scheduling with start time and end time, and they are also used to set time clock rules.

Time clock shift

• Shift name: A friendly name that can be seen by employees
• Start time: The time your shift starts
• End time: The time your shift ends
• Start zone: The minutes before Start time employees can clock IN. If used, any punches in this zone will be rounded forward to the shift Start time.
• End zone: The minutes after End time employees can clock OUT. If used, any punches in this zone will be rounded back to the End time.
• Start grace: The minutes after Start time employees may clock IN without being late. If used, any punch in this zone will round back to Start time.
• End grace: The minutes before End time employees may clock OUT without leaving early. If used, any punch in this zone will round forward to End time.
• Start lockout: If used, it will prevent employees from clocking before the Start zone.
• End lockout: If used, it will prevent employees from clocking after the End zone.

Exception examples

Using the shift rules above, here are a few examples of how exceptions work. The keys to watch for include color, underline, and dashes.

• Red: There was an exception
• Black with underline: Scheduled but no exception
• Red dashes: Missing OUT punch

Monday: Since the punches were exactly on time, there were no exceptions, however an underline tells us they were scheduled. Total for the day was 8 hours.

Tuesday: The punches were not exactly on time, however they fell within the scheduled zones. As such, the total for the day was 8 hours.

Wednesday: The employee clocked IN LATE (one minute after Start grace). They also clocked OUT EARLY (one minute before End grace). Since they did, their total for the day was less than 8 hours.

Thursday: The employee clocked IN EARLY (5 minutes before Start zone). They also clocked OUT LATE (5 minutes after End zone). As such, their total for the day was over 8 hours, which could lead to overtime.

Friday: The employee clocked IN on time, however they forgot to clock out. That's why there are red dashes where the out punch should be. And since there is no out punch, the system cannot determine total hours for the day.

Exception details

Our system includes an easy time clock editor. To access, simply click a row on the time card to open.

For Thursday, the system now tells us the types of exceptions, and provides a way to make any necessary adjustments.

What's wrong with the word resource?

We sometimes hear the argument that humans are not resources. From those trying to upset the status quo of HR, that we still call human resources.

I suppose that notion could make sense if you were referring to MBAs try to commoditize a workforce as economic output, or leaders treating staff like cattle.

But still... As humans we are all resources, or if you prefer, super resources. We use our personal resources (assets if you will) when we serve others.

We each offer unique knowledge, skills, strengths, talents, experiences, creativity, and points of view. And further, we often act... well... resourcefully.

That's why we hire humans. We want someone resourceful on our team, we hire them for what they can do, and what we believe they can do.

So then, what's wrong with the word resource?

Probably nothing... Unless you hire a resource, rather than a person.

That might be their point.

PTO tracking

PTO, known as Paid Time Off, are hours paid to employees for not working. They are often, but not always, provided by a company as a benefit to their employees.

They are a perfect way for an employee to plan for a vacation, family gathering, special event, or just have a break. PTO can also cover sick days and paid holidays too.

But time off comes in limited supply.

For example, your company may offer a week (40 hours), two weeks (80 hours), or even more to each employee during the year.

Also keep in mind PTO hours are currency.

Employees want to know exactly how many hours are available now, and how many hours will be available in the near future, and are often referred to as a "bank" of hours. Employers also need to know exactly how many hours too, as it becomes an accounting liability to the business.

That's why PTO hours need to be tracked.

How to track PTO hours

Using our online time clock, all time off hours are entered on timesheets, just as work hours. You can easily enter them in the timesheet editor.

On the timesheet (or timecard if you prefer) we include columns for all hour types including Regular, Overtime, Double Time, PTO, Sick, and Holiday hours.

So there is no mistaking which are work hours, and which are time off hours.

PTO vs Vacation

Technically, PTO hours and vacation hours are the exact same thing, at least in regard to payroll. They are both categorized as paid time off.

Generally, vacation is a more specific type of PTO that can be separated from other types of time off, thus allowing you to track both vacation and sick time.

In comparison, PTO is a broader term that can include all paid time off types such as vacation, sick, personal, and sometimes holidays. It includes other types of PTO too such as bereavement, jury duty, military leave, maternity leave, and others.

Companies that use PTO instead of vacation often offer employees one bank of hours they can draw from. It could be used for vacation, a sick day, or anything they want, the reason really doesn't matter, as they are all days off.

Choosing one over the other is your choice. The advantage of PTO is employee flexibility, the advantage of vacation is having specific and separate rules for both vacation and sick time.

PTO Accruals

Some companies choose to give PTO hours as flat amounts at a specific date in the year, for example January 1st, or an anniversary date. If you do, employees will have their bank of hours available to use right away.

Some companies choose to give PTO gradually through the year instead, known as accrual. An employee's bank of hours can accumulate monthly (typically) at a specific rate. For example, if an employee receives two weeks vacation per year, the accrual rate is 80 ÷ 12, or 6.67 hours per month. So if an employee is starting off, they will have to work two months before 8 hours of time off is available.

Our system allows up to two accrual settings per employee. One for PTO/vacation, and one for sick time. They both give the option of accruing over time, or by how many hours an employee works.

If you use accruals, we recommend resetting your accrual start date each year. It helps make sure it is accurate, and helps schedule adjustments such as awarding more time off to long-term employees.

Carry over

Some companies have a policy of use-it or lose-it. Meaning if you don't use your bank of hours during the year, you forfeit those hours for the new year. Thus putting more incentive on employees to make sure they use those hours.

Some companies however, carry over unused PTO hours to the following year. With us, we include an accrual setting that allows you to enter a starting amount of hours at the beginning of the yearly term. Meaning any hours entered will automatically be available to the employee at the start of the new term.

Conclusion

PTO hours are a welcome benefit you can offer your employees.

We hope you do.

If so, we can track them for you.