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Got a manager fired when I told a couple people he was chopping off 5 minutes from each shift. Apparently I'm one of the few people who ever checks time sheets.
I convinced them to start filming themselves clocking in and out. Phones are permitted as long as you don't pull them out on the floor. Offices are a-OK. So the camera captures your number input and displays the time in/out in big pretty easily distinguishable numbers.
Called up the district manager, sent a single email with all the videos and after-payday time sheets, and within two hours the district manager was in the store (which means she was already nearby or she was hauling ass to try and do damage control)
The following five minutes can be summed up with the now-former manager being escorted out by two of the largest stock room guys on the clock and the DM escorting the manager out of the building, all the contents of his desk and computer being hastily stuffed in a box and mailed to a corporate office, the DM begging us not to sue the company, giving most of us the recorded promise of a 10% raise in addition to all backpay and a week of PTO "starting today"
Now to modern me, this all screams "you have a legitimate lawsuit that could blow up in our faces and balloon to other stores so we're trying to cover it up and get you away from other employees and keep you from talking about it" but nobody else seemed to care and i am not the man I am today. Potentially fighting a solo lawsuit against a multi-billion dollar corporation isn't exactly the same thing as going over your managers head to get them in trouble.
The replacement manager had no problem shittalking the previous, criminal one. Apparently his reasoning was "it's the time it takes to put on your uniform which is unpaid because it's unproductive" which.... Yikes. Luckily corporate didn't agree, at least at the time.
For the record, everyone came in dress code. "putting on the uniform" required putting your lanyard badge on.
15 seconds if you're taking your time.
Last I checked, by law you are supposed to receive pay for any actions taken on site that are directly work related. Which includes getting into uniform. So that dude's reasoning was bunk anyway.
Yes, that would be the entire reason the whole thing happened.
I worked for the government in a department that interpreted the law that employers must keep accurate time records in a creative way. They required the employee to keep the time records, and held back pay for time worked in the event of missing/confusing/unexpected time as compared to the schedule.
In theory, most workers can accept that their paycheck is based in their time card, but in practice, there are all sorts of reasons a time card might be wrong and the employee still entitled to pay. Our time entry back end would go down sometimes, and the submission of entries was approved by a manager. If not approved, we didn't get paid. It turned out that requesting another state agency audit our compliance with labor laws resulted in a finding that pay was being unlawfully withheld due to the approval requirement when a manager approved time after a deadline, resulting in some pay not being included in our bi-weekly pay cycle, which ran afoul of federal limits on time passing between time worked and payment for such time.
Unfortunately, nothing really changed except that the effective deadline for approval of time entry was shortened, and time as scheduled was paid unless explicitly entered as not worked. They also removed the 15-minute intervals and allowed fine-grained time entry after that. It turned out the attorneys were just as upset about the 15-minutes as they were with the approval process effectively withholding pay.