is this illegal at work regarding pay

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At my current place of employment at this ltc/nursing home, u clock in and out when ur done with ur work but thing is, even if u stay extra u do not get paid for it. it is required that u have a really good excuse for staying late and u need to have it approved by the supervisor in order to get the pay for it. otherwise u can stay 1 or 2 hr late bc ur not done with ur medicare charting or what not (which is required each shift) and not get paid for it. even if u tell the superviser bc u have admissions or what not, its still not a valid excuse. however, if u clock in late, it will show what time u clock in on ur paystub but even if u clock out late, it will show that u leave exactly at 11:30 (i work 3-11 shift). so i usually stay a few min late when i come to work late to make up for it because it shows on my paystub but when i leave late it always say i leave on time and come on time. is this illegal? the only way someone gets ot in this facility is to work an extra day or shift. what should i do? if this is illegal, why has this been going on for years and years? or is this how most ltc and nursing homes run by? :down:

also - here's a big concern: if you clock in at 7:05am and you KNOW you weren't there at 7am, but your time card reflects 7:00am you punched in (because it was altered by your time person) and a code occurs at 7:01am... that could put you potentially into a situation that you weren't even in...and having some responsibility (say if you're the main RN in a SNF)- so you should get that straightened out... or keep GOOD track of your punch in and out times and when they're adjusted... to CYA.

How you get paid and when you punch in are not the same thing.

KRONOS (or similar time clocks) still logs you in at the exact hour/minute/second that you punch in.

So there is a record of when you actually confirmed your presence.

All major companies break down pay by the quarter hour, otherwise, they would have to pay by the minute, and that is too complex for payroll systems and the US Department of Labor regulations do allow for that practice.

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