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with the documentation to support it. Your statement should include your supervisors name, what was changed, why this was a mistake, and if they contacted you to discuss this change. Your documentation should include your time sheet with the time stamp of who changed your time sheet. ****Bonus submission: if your time sheet was changed to wash overtime out due to sick call out, please notate this specifically.
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In the defense of some supervisors, they sometimes do make changes that benefit you. Example: forgetting to put in shift differential or the muster pay and the supervisor puts it in for you.
Notifying an employee of a change shouldn't be an issue as it should be a common courtesy. Problems arise when the employee can not be contacted or the employee thinks that supervisors don't have the right to make changes. The law just requires that employees are notified. We used to print the time sheets and the employee would sign acknowledging that it was changed.
As for submitting a "straight 80" until the dispute is resolved, be careful what you ask for. If you have 40 hrs of OT and a holiday on a pay period, but 8 hrs OT is in dispute, do you want a straight 80 until resolved? Once resolved, a payroll memo gets submitted for everything, and…
Certain provisions of the Fair Labors Standards Act (FSLA) regarding the payment of overtime wages and employer record keeping requirements maybe applicable and or override portions of NAC 284.5255 giving employees additional protections regarding disputed wages. For example; withholding all wages above a standard bi-weekly 80 hours including for wages on days that are not in dispute would likely violate the FSLA. Temporary withholding a wage for example a specific shift on a given day that was in dispute until the dispute can be adjudicated would be permitted. The FSLA addresses only wages and not benefits.