Question

Business Management and Governance

Supervisors at Walmart asked employees to work off the clock, erase hours from their time cards, and not take lunch and other breaks. Determine whether there would be any FLSA violations if the employees voluntarily agreed to do what the supervisors requested.

Answer 1

Supervisors at Walmart asked employees to work off the clock, erase hours from their time cards, and not take lunch and other breaks. Determine whether there would be any FLSA violations if the employees voluntarily agreed to do what the supervisors requested.

The FLSA protects individuals who are non-exempt by creating a standard for minimum wage, recordkeeping, overtime pay, and child labor for both part-time and full-time employees. “This act does establish a minimum wage, but it also includes provisions regulating child labor, overtime pay requirements, and equal pay provisions” (Jennings 669). Yes, there would be FLSA violations even if the employee agrees to do what the supervisor requests. Some cases, it has been seen that employees do what their supervisor asks of them so they don’t get backlashed for saying NO. An employee cannot voluntary agree or volunteer his or herself to work unpaid overtime , erase hours from their time card and not be compensated when working through their lunch or other breaks. Doing work during these hours is considered “working time” and it will be compensated for. Employers should keep track of their employee’s times and what they do, whether they approve and allow the employee to work or deny the overtime and the employee is not allowed to work over. The fact that the supervisor of Walmart is asking employees to do this act is absurd. The only time an employer can change the hours of an employee is if employee is sick and the employer puts in sick time and if an employee forgets to input his time worked/clock in or out. This is to ensure the employee gets paid correctly. Any alteration to show fewer hours worked is unlawful under the FLSA and carries personal penalties, even if it was voluntary and consent was given. “These personal penalties are particularly likely in cases in which the company has not kept accurate records of the wages and hours worked of its employees, a requirement of the FLSA “Jennings 672).   An employee shall and will get compensated for whatever time he or she worked.