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Deltek Replicon achieved FedRAMP Moderate Authorization in 2026, making it one of the few time tracking SaaS providers approved for use by U.S. federal government contractors and agencies, with enhanced security and compliance features.

New 2026 Greek tax authority requirement for specific business sectors to record customer details and services digitally, with Elorus providing integrated support for compliance with IAPR regulations and MyDATA submissions.

Federal cybersecurity compliance standard for time tracking and workforce management systems handling government contractor data, with Deltek Replicon achieving authorization demonstrating leadership in secure time tracking.

Ethical considerations around monitoring employee time, including privacy rights, trust issues, transparency requirements, and balancing accountability with autonomy.

Time tracking practices required to comply with the Fair Labor Standards Act, including accurate record-keeping, overtime calculation, and record retention requirements for U.S. employers.

Practices and technologies used to prevent and detect time theft in the workplace, including biometric time clocks, GPS tracking, and anti-spoofing measures to ensure accurate time reporting.

Federal requirement under the Fair Labor Standards Act mandating employers keep payroll records, including timesheets, pay rates, schedules, and hours worked, for at least three years, with supporting wage calculation documents retained for two years.

Updated Fair Labor Standards Act guidance on time rounding practices for employee timekeeping in 2026, addressing increased regulatory and judicial attention while maintaining that rounding policies remain acceptable when they average out over time without systematic under-compensation.

FLSA penalty provision where employees awarded liquidated damages receive double the amount of backpay they're owed, serving as a significant deterrent against wage and hour violations and emphasizing the importance of accurate time tracking compliance.

Federal law requiring contractors on government-funded construction projects to pay prevailing wages and submit weekly certified payroll reports, necessitating detailed time tracking by job site, classification, and wage rate.

Critical distinction in time tracking compliance where the Department of Labor's FLSA does not require properly classified exempt employees to track hours worked, unlike non-exempt employees who must track all hours per pay period including overtime.

Blockchain technology applied to workforce attendance logging to create secure, tamper-proof records that cannot be altered retroactively. This approach is particularly valuable for legal compliance, payroll audits, and any context where immutable proof of work hours is required.