[kearnyirish2]

As a supervisor at a company years ago where over 25 hours per week was considered full-time (with full benefits - it was to accommodate a few specific positions), I understand why Staples does this. We had to do the same, and would have people pull all sorts of nonsense then hand in timesheets with 26 hours. They hadn’t done any work past 25; they had just screwed around, and we put a stop to it.

Anyone who has supervised full-time hourly employees understands that they are protected from the egregious abuse of “unpaid overtime” often heaped on salaried employees; we had to make sure they took their scheduled lunches and left on time to avoid having to pay overtime. Companies that failed to take these steps lost a lot of money in court after laying such employees off; when the employees could prove they had worked extra hours (often over the span of years), they were awarded overtime pay for it - and they deserved it.

[Nepeta]

Anyone who has supervised full-time hourly employees understands that they are protected from the egregious abuse of “unpaid overtime” often heaped on salaried employees; we had to make sure they took their scheduled lunches and left on time to avoid having to pay overtime. Companies that failed to take these steps lost a lot of money in court after laying such employees off; when the employees could prove they had worked extra hours (often over the span of years), they were awarded overtime pay for it - and they deserved it.

Some companies really are above the law, & P&G is one of them. When Alecia Swasy's book Soap Opera was released in the 1980s, the company wanted to know who had talked to her, so they asked Cincinnati Bell for employees' phone records--and got them, with no legal consequences.