Controlling and assessing worktime is a law-regulated duty of every employer. Labour law is very strict in this matter – worktime registry is a basis to make financial statements and underlying accounts. It does not matter how many people work under us – worktime registry should be done before channeling wages.
Many companies does not respect that duty thoroughly, basing on an assumption that every worker respects the code of behaviour – thus, every worktime break or holiday is applied in oral or written form to supervisors. It appears, however, that this is not the best solution. The employees often forget to report pieces of data which are key for their employer.
The answer to that problem is to implement a coherent work surveillance. Below, you have listed several important aspects of worktime registry:
Maintaining the company’s worktime registry archive is a duty of every company. The time is established to be a three-year period – after this time, employee’s claims will be prescribed.
An employer who does not maintain a worktime registry breaks rights of his employees – it may result in imposing a very high fine on him.
The assess must be coherent – labour law recognizes falsification of worktime registry or an attestation of an untruth to be a crime punished with a prison sentence or a monetary fine.
Labour law does not describe the means of maintaining a worktime registry – it is plausible to maintain such a register virtually. It allows you to provide a more thorough monitoring and a current control over work performance.
In an inspector proves that a company failed to maintain a worktime registry by ceasing to do it at all, supplementing the data at the last moment or falsifying the information included – he may request for a referral of possible criminal offences.