New Timekeeping Procedures

In order to comply with the new FLSA law, the following MileOne employees will be required to clock in and out of work.

In December 2016, the Fair Labor Standards Act (FLSA) will be updating its rules and regulations. This will affect how MileOne Automotive employees are required to follow time clocking procedures.

In order to comply with this new law, the following MileOne employees will be required to clock in and out of work, including time for any meal periods, using either Reynolds or CDK.

• All dealership employees (exempt, non-exempt, salaried, hourly and commission) and all corporate non-exempt, hourly employees will move to the updated time clock procedures.
• Auto deduct will be turned off. 
• Please remember that a meal period cannot be less than 30 minutes.
• This is a mandatory reporting requirement for all dealership employees.
• The new timekeeping procedures will be effective starting with the December 10, 2016 pay period.

MileOne’s pay practices, procedures and records are the basis for establishing the number of hours worked by each employee, and governs all questions pertaining to hours worked, overtime and any pay issues.

Please note the following policies with regards to clocking in and out:

• Compensation for days not clocked in or out will not be paid in the current pay period unless corrections/overrides are made in the system by the responsible manager prior to sending the time sheets to payroll.
• Corrections/overrides processed by managers after the time sheets are sent to payroll will be processed in the next pay period.
• Advances will not be given in the interim for any compensation not paid as a result of incomplete timekeeping.

The MileOne Working Hours, Meal Period and Breaks policy can be found in the Employee Handbook posted on HRConnection. In some cases, MileOne will be able to provide employees with additional break time; however, please note the Working Hours, Meal Period and Breaks policy describes the minimum break time employees will be provided.

If an employee believes he or she is not being granted meal or other breaks in accordance with this policy, the employee should first discuss the issue with his or her supervisor. If an attempt to resolve the issue with a supervisor is unsuccessful or if an employee is uncomfortable raising the issue with his or her supervisor, the employee should contact their HR Generalist.

The company absolutely prohibits retaliation of any kind against any employee requesting meal or other breaks in accordance with this policy. If an employee believes he or she has been retaliated against for requesting meal/break time or for raising questions about provision of meal/break time, the employee should contact their HR Generalist immediately. 

We encourage all employees to read the Working Hours, Meal Period and Breaks policy and be sure that you understand it. If you have any questions, please reach out to your manager or your HR Generalist.