Management need not keep hours-worked records for employees who qualify for one of the federal Fair Labor Standards Act’s Section 13(a)(1) executive, administrative, professional, outside-sales, and derivative exemptions. Of course, employers may nevertheless maintain those records for such employees if they wish, and some do.
However, one aspect of the U.S. Labor Department’s revised compensation requirements for these “white collar” exemptions could mean that some employers will have to keep records of at least some of these exempt employees’ hours worked. So why might that be the case?
