How to properly organize the accounting of employees' working hours? And does control over their time lead to the infringement of employees' rights?

Short Answer: Track hours accurately using timekeeping systems; control is legal if it complies with labor laws and privacy rights.

Full Answer: To organize employee work-hour accounting properly and ensure compliance with the Fair Labor Standards Act (FLSA), follow these steps:

Implement a Reliable Timekeeping System:

Use methods like time clocks, software apps, or digital spreadsheets to track:
Start and end times.
Breaks (paid or unpaid).
Overtime hours for non-exempt employees.
Ensure employees can review and confirm their hours to minimize disputes.
Retain time records for at least 2 years as required by the FLSA.

Comply with Federal and State Laws:

Overtime: Pay 1.5 times the regular rate for hours over 40 per week for non-exempt employees.
Breaks: While the FLSA doesn’t require breaks, short breaks (5–20 minutes) must be paid if provided. Meal breaks (30 minutes or more) can be unpaid if the employee is completely relieved of duties.
Check state-specific laws for mandatory rest breaks or daily overtime requirements.

Clarify Policies in Writing:

Develop a written policy in the employee handbook outlining:
Work hours, overtime rules, break policies, and time-tracking expectations.
Penalties for time theft or unauthorized overtime, ensuring they comply with labor laws.

Control vs. Infringement of Rights:

Control of work hours is legal and necessary for compliance with the FLSA and payroll accuracy. However, it must not:
Violate privacy rights (e.g., monitoring outside work hours without consent).
Discriminate based on race, gender, or other protected characteristics under the Equal Employment Opportunity Commission (EEOC) guidelines.
Prevent employees from reporting overtime or lead to off-the-clock work.
Consent: Inform employees if using biometric data (fingerprints, facial recognition) or GPS tracking for timekeeping to comply with privacy laws.

Infringement Prevention Tips:

Notify employees about monitoring and secure their written consent.
Allow employees to review and dispute recorded hours.
Avoid retaliation if employees report unpaid wages or overtime disputes to the Department of Labor (DOL).

General Federal Standard: Employers must accurately track hours for non-exempt employees under the FLSA and comply with state-specific requirements for breaks and overtime. Control over work hours is legal if it respects privacy and wage laws.