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Pay period review & certification
Each pay period, employees review their time records and certify them — or report a concern, a claim, or that they can't certify. What the form asks, what you see, and what to do with each answer.
The certification is a short form sent to each employee at the end of a pay period. It shows their punched time for the period, asks whether they received every required rest and meal break, and gives them a good-faith channel to report anything that is wrong before payroll runs. It is not a release, and signing is never a condition of being paid — the form says so, and an employee can record that they are unable to certify instead of signing.
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What the employee sees
Their time records for the period (one line per shift with clock in, clock out, meal minutes and hours, computed the same way payroll computes them), the certification text, the breaks question with per-day exceptions, and a concerns section. Spanish-preference employees see the Spanish text first with the English original following; English governs.
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Concerns and claims
Nine categories. Three of them carry structured entries so they can actually be acted on: Unrecorded or Off-the-Clock Work (date, approximate hours, how it happened — before clocking in, after clocking out, during a break, or by phone or message — and an explanation), Unpaid Wages, Overtime, or Premium Pay (date, approximate hours, payment type, explanation), and Unreimbursed Business Expenses (date, expense type, amount, explanation, and an optional receipt — PDF or photo, 10 MB). The other six are category-only flags, as before.
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Where the answers land
Every reported category creates a workplace concern on Compliance → Concerns, with the structured entries listed under it; managers are notified by push, SMS and email. Acknowledge the concern when you have followed up and resolve it when it is settled — the entries move with it. Break exceptions can be confirmed into a premium from the Documents page or the payroll review, exactly as before.
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"I am unable to certify"
An employee who disagrees with their records can choose this instead of signing. They must give a reason; it is recorded with the text they were shown, you are notified, and the certification stays open so they can sign after the conversation. The Documents page shows it as DECLINED (amber, still open), and re-sending nudges them like any open certification. Declining is never a release and never affects pay.
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Evidence
The exact text each employee signed is frozen with their typed name, time, IP address and device — including the time records they confirmed and every entry they itemized. Certifications signed before this version keep their original wording; the record notes which version was signed. All of it renders in the court-ready report.
If something goes wrong
Can I remove or edit a claim an employee entered?
No. Claims are evidence and are never edited or deleted. Acknowledge and resolve them on Compliance → Concerns, and pay what is owed through payroll.
The form used to say "under penalty of perjury". Where did that go?
Version 2 replaced it with a plain certification statement. A signed attestation is already the employee's own statement; the perjury clause only discouraged honest reporting. Older signed certifications keep their original wording.
Do the notices about retaliation and pay appear on the signed record?
Yes. Both notices are part of the certification text, directly above the signature block, in the language the employee read.