🕔Notice on Timekeeping Compliance and Work Hours Management 打卡合規與工時管理規定通知

All supervisors and employees are required to strictly adhere to the regulations governing employee clock-in/clock-out and work hours recordkeeping. If an employee is unable to clock in or out normally, they should be directed to the office for proper handling. No one may independently adjust time records unless the required documentation has been completed and approved in accordance with company policy. This is a critical compliance matter, and full cooperation is required. If you have any questions, please contact the Human Resources department. Thank you for your cooperation.

Time Clock Changes and Compliance_Signed by Attorney_6-1-2026.pdf

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Statement from Legal Counsel:

• Any changes to time records must be approved by a supervisor, including instances of incorrect clock-ins, missed punches, or incomplete timekeeping procedures. All changes must be truthful and accurate.

• Supervisors may not reduce the recorded hours of time an employee has actually worked. While supervisors have the authority to manage employee schedules, these are two distinct matters. If an employee is scheduled to begin at 8:00 or 8:30 AM, they should clock in according to their scheduled time. If an employee wishes to arrive early, prior written approval from their supervisor must be obtained. For unapproved early clock-ins, supervisors may request a correction, but may not use this as a basis to delete or reduce the employee's actual hours worked.

• Supervisors have the authority to determine whether a position requires overtime and may adjust schedules based on operational needs. All overtime hours approved by a supervisor will be recognized and compensated.

• A daily meal break of at least 30 minutes is required. All employees must work 8 hours per workday (5 days per week).

• Employees covered under the Davis-Bacon Act (DBA) are not eligible for compensatory time off. All hours worked must be fully compensated through wages.

Violation Handling Procedures:

• Immediately report to HR → HR verifies actual hours worked → Disciplinary action is initiated (up to and including immediate termination)

Any intentional falsification or unauthorized alteration of employee time records may result in the following serious consequences:

• Loss of eligibility to employ DBA-covered workers

• Loss of federal funding, affecting current and future federal project contracts

  
  

員工打卡上下班及工時紀錄之相關規定，所有主管與員工均須嚴格遵守。若員工遇到無法正常打卡之情況，應引導其至辦公室進行正確處理，除非依照公司政策完成相關文件紀錄並取得核准，否則任何人不得自行調整工時紀錄。此為重大合規事項，請務必全力配合。如有任何疑問，請聯繫人力資源部門，謝謝您的配合。

法律顧問聲明：

• 任何工時紀錄的變更均須經主管核准，包括：錯誤打卡、漏打卡或未正確完成打卡程序，且所有變更必須真實、正確。

• 主管不得減少員工已實際工作之工時紀錄。主管雖有權管理員工排班時間表，但兩者性質截然不同。若員工排定班表為早上8點或8點30分，員工應依照排定時間打卡；如需提早到班，應事先取得主管書面同意。未經核准之提早打卡，主管得要求更正，但不得藉此刪除或縮減員工實際出勤之工時。

• 主管有權決定職位是否需要加班，並可視營運需求調整班表；經主管核准之加班時數，均予以認可。

• 依每日午休時間至少須達30分鐘；所有員工每個工作日須工作8小時（每週5個工作日）。

• 受《Davis-Bacon法案 (DBA) 》規範之員工不得享有補休福利，其所有工作時數均須以薪資全額給付。

若發現違規，處理程序如下：

• 立即向HR部門回報 → 由HR核實實際工時 → 啟動懲戒程序（最高可處即時終止僱用）

任何蓄意修改員工工時紀錄之行為，將可能導致以下嚴重後果：

• 喪失聘用 DBA 員工之資格

• 失去聯邦資金，影響目前及未來聯邦專案合約