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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.