You can, but we generally recommend not tracking unless you’ve got a legitimate business reason for doing so. Most exempt employees don’t expect to have to track their hours and will likely bristle at the idea. After all, not having to punch a clock is considered one of the major benefits of being exempt.

That said, there are valid business reasons for tracking exempt employee hours, including client billing, grant compliance, and accurate allotment and tracking of Family and Medical Leave Act leave.

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