411 – TIME SHEETS

An accurate record of all time worked by non-exempt employees is required by Federal and State laws and is necessary in order to compensate correctly for overtime. Employees will be informed on the first day on the job whether they are required to keep time by a time clock, a time sheet, or by some other method. Employees must record hours worked daily via the time keeping system they are assigned to, forwarding it weekly at the end of each week ending date to their Supervisor/manager. After reviewing the submitted time and resolving any discrepancies, the Supervisor will approve and forward it to Payroll for processing.  

Employees must ensure that actual hours worked and leave time taken are recorded accurately. Falsifying a time sheet is grounds for disciplinary action up to and including termination and in certain instances, legal action.

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.