I just have a few questions about the place I work for. I guess my first quesiton would be that I am usually scheduled until close and being a cashier we have to stay after and add up the drawers. The cashiers are usually there anywhere from 5 to 15 minutes after close. Since we fill out a time sheet, a lot of times the people who enter in hours do not add on the extra 5 to 14 minutes because they do not know how to figure out the way to enter it in to the computer. Also, the time sheets are in the back and a manager has to let us out they will tell us they will sign us out and they will put 8 o'clock down no matter if it's 8:05 or 8:20. I do not think any of this is legal, and I was wondering what to do about it? Another question is they also expect us to be there 5 minutes before our shift. They do not schedule this extra 5 minutes, but a lot of times something is said to me if I am there even 3 minutes early.(We also are not paid for this extra time) They say "you need to get here 5 min. early. Even if I arrive exactly at the scheduled time they technically still cannot say anything can they? Lastly, I was wondering if there was a law in how far in advance they need to post a schedule? When they finally do get a schedule out they do it for 3 weeks in advance then let it go until the end of the 3 weeks. Toward the end of the 3 weeks we still do not know our hours for the next week. It will be Thursday or Friday before we know what we are working Sunday. Like this week for example today is Friday March 17th and we just found out today what we are working (if we even are )for Sunday March 19th. It makes it hard to make plans when we do not know if we are working or not. If you could help me out it would be very much appreciated. Thank you!

I'll let Patty address the timesheet issues.

No, there is no law requiring them to post a schedule any particular time frame in advance.

The employer can legally round to as much as the nearest 15-minute interval. However, the rounding cannot be always to the advantage of the employer; it must result in being paid for "substantially" all time worked. I recommend contacting the state Dept. of Labor. Hopefully, you have your own records of your time; if not, I suggest you start keeping them offsite.