“If I could sum up why I’m committed to the HR Girlfriends community it would come down to because we are ‘….in this together.'”

~Sana’ Rasul, Chief Girlfriend

Q&A: Do Employees Have to Sign Their Timesheets?

Question:

We have employees that submit time sheets. Is it mandatory that they sign them?

Answer: Eric, SPHR, SHRM-SCP, one of our HR Pros says…

It is not a requirement that time sheets be signed. We recommend that employees acknowledge that their time records are accurate, either by signing them or by some other submission and acknowledgment method or technology. Having employees review and approve their timesheets prior to submission allows for prompt correction of errors and reduces the likelihood of unreported hours. Signing is an easy and a common way for employees to affirm the accuracy of their recorded hours.

If an employee fails to sign their time sheet, you should not withhold their pay, as it is fundamentally the responsibility of employers to track and pay for hours worked. If an employee performs work but fails to turn in a timesheet, you should make your best estimate as to hours worked based on all information available to you. If you discover changes are needed, you should make the correction as soon as possible.

 

Eric has extensive experience in HR, management, and training. He has held several senior HR positions, including as the HR & Operations Manager for an award-winning interactive marketing agency and as HR Director for a national law firm. Eric graduated with a Bachelor’s of Science in Economics from the University of Oregon with a minor in Business Administration.

Leave a comment

Never miss an opportunity to earn HRCI/SHRM credits, identify a mentor, or connect 1:1 with another HR Girlfriend in your city or across the country.

Subscribe
Notify of
guest
0 Comments
Inline Feedbacks
View all comments
Author picture

HR Girlfriends™ is a Human Resources networking organization dedicated to advancing the practice and culture of people empowerment. Our team of Girlfriends consult, train, educate, develop, share, promote, and advocate for solutions in the field of human resource management.

Are You IN?
Or Are You OUT?

It’s time you join forces with a community of like-minded peers ready to tackle the issues unique to the women of HR.
  • All
  • Affirmation
  • Career Mondays
  • Certification
  • COVID-19
  • CyberSAFE
  • Guest Blogger
  • HR Advisor
  • HR Law Alert
  • HR Q&A
  • HR Reading
  • HR Reel Talk
  • Join Our Team - Apply Now
  • Membership
  • Talent Management
All
  • All
  • Affirmation
  • Career Mondays
  • Certification
  • COVID-19
  • CyberSAFE
  • Guest Blogger
  • HR Advisor
  • HR Law Alert
  • HR Q&A
  • HR Reading
  • HR Reel Talk
  • Join Our Team - Apply Now
  • Membership
  • Talent Management
HR Q&A

Q&A: We’ve had a request for a religious accommodation, but I think the employee wants to get out of following the policy for other reasons. How do I determine whether a religious belief is legitimate and sincerely held?

Ordinarily, you should assume that an employee’s request for a religious accommodation is based on a sincerely held religious belief, observance, or practice. The definition ...
Read More →
Career Mondays

Career Monday: 14 Habits That Make You a More Valuable Employee

Making yourself more valuable to your employer leads to a more successful career. More opportunities open up when you have an impressive resume and a ...
Read More →
HR Q&A

Q&A: We’re not bound by any law requiring us to conduct background checks, but we choose to do them for all new hires. Should we also do them when we rehire an employee?

It’s up to you. Conducting a background check when hiring a former employee would keep the process simple and straightforward. Every exception you add to ...
Read More →
Share via
Copy link
Powered by Social Snap