No, it isn’t. All one has to do is just CLOCK OUT and keep working. There are few systems to actually monitor that in most industries.

I, for one, would LOVE to be able to use comp time. I’ve always thought it is stupid that the law says I can’t. If I want to work a couple of extra hours one day so I can have a couple of hours at home another day to wait for the cable person, why can’t I do that? I’m an adult, not a toddler. Treat me like an adult.

Employees don’t have to track it just like they don’t have to track their current overtime. The employer does that with the time clock. There’s no difference.

I totally agree with you. I would love to kick out early on a slow Friday afternoon, and then work a few hours the next week to even it all out, but it’s not legal for me to do that.

So, in other words, employees get to give their employers an interest-free loan until the end of the year.

Yes, I can’t see how that would be abused.

Sure but the employee is forced to track and account for their OT hours for many weeks if not months on end instead of a couple of weeks. More time to forget or lose track and allow employers to fudge the numbers. Also can employers dock a salaried employee’s OT bank if they come in late one day? In addition, depending on how these carried OT days are defined (wage vs benefit) it may result in a massive tax break for businesses.

It will be substantially easier to fake a non-standard consent form than modify time-keeping software. Most time-keeping software has a ton of auditing functionality so it leaves a trail. Anyone can whip a form with a signature giving consent in about 30 minutes in Microsoft word. Then the onus is on the employee to prove the document is faked.

But that’s true under existing rules, if your boss says “clock out and keep working or you’re fired.” That’s exactly as illegal as any abuse of this new policy, and will be abused in exactly the same way by exactly the same people.