Although prior California decisions have approved neutral rounding systems, Camp v. Home Depot U.S.A., Inc. questions that law when an employer can track employee clock times to the minute. Therefore, employers in California that round time—but have the ability to record time clocked to the minute—should review their time rounding policies and carefully assess the impact of this decision.
Despite evidence of neutrality in Home Depot’s time-rounding practices, the California Court of Appeal held that the plaintiff in Camp raised a triable issue of material fact regarding his claim for unpaid wages. Home Depot’s timekeeping system retains the times employees clocked, and the clock time for one named plaintiff showed that his clock time was more than the rounded time for which he was paid.
In Camp,[1] the Court of Appeal for the Sixth Appellate District reversed a trial court’s 2021 decision granting Home Depot summary judgment as to the wage claims of one of the named plaintiffs, Delmer Camp. Home Depot used a timekeeping system that captured all time clocked by nonexempt employees to the minute. The system rounded each employee’s total shift times to the nearest quarter-hour.
In March 2019, Camp filed a putative class action against Home Depot alleging that this rounding policy resulted in unpaid minimum wages and overtime. Home Depot moved for summary judgment on the grounds that its rounding policy was neutral on its face, neutral as applied, and...
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