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The DOL dictates that ALL worked hours have to be paid regardless of time clock malfunctions or missed punches. The DOL does not specifically address employers taking away owed PTO hours due to time clock issues. However, if this was in your employment contract you have justification to ask for your hours back.
Your employer must still pay you for your time worked even if you forgot to clock in or out. The law is on your side, and your employer must pay you for the time that you said you worked. The only way your employer can get out of paying for those hours is by proving that you didnt work that many hours.
I am writing to inform you about an oversight on my part during my operation shift on [date]. Unfortunately, I forgot to punch out at the end of my shift, and I wanted to bring this to your attention promptly. On [date], my scheduled shift was from [start time] to [end time], with my usual departure time at 9:00 PM.
Federal and State Labor Laws Under the Fair Labor Standards Act (FLSA), employers are required to pay for all hours worked. Failure to punch out does not negate this obligation. If you worked from 9 am to 5 pm, your employer is legally bound to compensate you for these hours, regardless of the timekeeping error.
Missing Punches are flagged by the system when an employee incorrectly completes a punch cycle. Because the employee is required to specify whether they are clocking in or out, if either one is skipped, the time card will display a missing punch flag.
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How to fill out Missed Punch Form Obtain the Missed Punch Form from your HR department or online portal. Enter your full name as it appears on your employment records. Provide your employee ID or badge number. Fill in the date of the missed punch. Indicate the type of missed punch (in, out, or both).
A missed punch occurs when an employee needs to clock in or out at the designated time. While the employee is on time due to a missing punch, it leads to incomplete or inaccurate time records. If left unattended, this problem can snowball into serious issues such as erroneous compensation and an unsatisfied workforce.

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