Timekeeping Compliance Risk Profile Diagnostic

The Assessment

For each question, pick the answer that best describes your organization today and note its points. Add up your points as you go. Your total maps to a result band below.

1. 1

   How many states or jurisdictions do your employees work in?

   Diagnoses multi-jurisdiction exposure, the leading driver of payroll-correction events in multi-state operations

   • 5 or more states with different wage-and-hour rules0 pts
   • 3 to 4 states with different wage-and-hour rules1 pt
   • 2 states with different wage-and-hour rules2 pts
   • 1 state only3 pts
2. 2

   Does your organization have active Davis-Bacon, Service Contract Act, DCAA, or union collective bargaining agreement obligations?

   Diagnoses specialty compliance obligations that require native certified payroll output and labor classification at the punch

   • Yes, multiple active obligations across different contract types0 pts
   • Yes, one active obligation type (for example, Davis-Bacon only)1 pt
   • No current obligations, but we bid on contracts that may require them2 pts

Score Yourself

Add up the points from every answer. Your total falls between 0 and 24. Find your band below.

• 0 to 6 points

  Multi-State Exposure Risk

  Your organization operates across multiple jurisdictions with a timekeeping system that lacks automated rule enforcement for overtime, breaks, and shift differentials. Manual processes are handling jurisdiction-specific wage-and-hour differences, which creates the highest reconciliation burden and the greatest exposure to back-wage findings. This profile is the most common among organizations facing DOL enforcement actions in shift-based industries.

  Next step: Conduct a dimension-by-dimension compliance readiness assessment to identify the specific rule-automation and audit-trail gaps creating your exposure, then prioritize automated jurisdiction-specific rule coverage.

• 7 to 12 points

  Specialty Contract Risk

  Your organization carries Davis-Bacon, Service Contract Act, DCAA, or union obligations that your timekeeping system does not natively support. Certified payroll reporting, labor classification at the punch, and contract-specific wage rate application likely require manual rework each pay period. The compliance burden compounds with each new covered project, consuming payroll team hours and increasing error risk.

  Next step: Evaluate whether your timekeeping platform can capture labor classification at the punch and export certified payroll reports without manual rework, and request a demonstration from EasyClocking by WorkEasy Software showing native certified payroll output.

• 13 to 18 points

  Mobile Workforce Risk

  A significant share of your workforce clocks in from field locations using mobile devices, GPS, or geofencing. Your primary compliance exposure involves location-data collection across states with different privacy and consent requirements, combined with punch-verification challenges for workers in areas with limited connectivity. Without jurisdiction-specific consent workflows and offline-capable time capture, your records may not be defensible.

What to Do Next

Your risk archetype identifies the compliance exposure pattern most relevant to your workforce structure, jurisdiction footprint, and current timekeeping practices. EasyClocking by WorkEasy Software publishes this diagnostic to help HR, payroll, and operations leaders pinpoint where their system creates risk, not just where it captures time. Take your result to the Multi-Jurisdiction Timekeeping Compliance Readiness Assessment for a dimension-by-dimension gap analysis, or explore how the platform from EasyClocking by WorkEasy Software addresses each archetype at easyclocking.com.

• Multi-Jurisdiction Timekeeping Compliance Readiness Assessment
• Timekeeping Compliance Automation ROI Calculator
• Wage-and-Hour Compliance Frameworks Hub