Receipts.law
Evidence · 3 min read

Screenshot your scheduling and timekeeping system — names and timestamps included

"My hours got cut" is a feeling. "This manager refused these five shifts on these dates, and this account invalidated four more" is evidence. The difference is usually sitting in your scheduling app's audit trail — for now.

This is general practical guidance, not legal advice. Capture only your own records, and check your employer's policies — a licensed attorney can advise on your situation.

Modern scheduling and timekeeping systems (the UKG/Kronos, ShiftHound, Workday-type tools) don't just show your shifts — many of them log who acted on each shift and when: who approved it, who refused it, who "invalidated" or edited it, with a date and timestamp on each action. That "who + when" is exactly what shows intent. But the data lives in the employer's system, and it can change. So capture it.

1. Screenshot your own schedule view on a regular cadence. Once a week (and any day something changes), screenshot your schedule/requests view — including the columns or details that show the status of each shift and who last acted on it. Use a personal device; capture the date on screen if you can.
2. When a shift is refused, invalidated, or edited, capture that specific entry. Open the detail for that shift and screenshot it: the action taken, the account or person's name that did it, and the timestamp. Those three things together are what turn a vague hours-cut into a specific, dated act by a specific actor.
3. Capture your own request history too. Screenshot the shifts you submitted and when. A frequent employer defense is "they just didn't pick up hours." Your own submitted-and-then-denied requests answer that directly.
4. Note the patterns. In a dated personal note, jot what the screenshots show over time: the same account repeatedly invalidating your shifts; actions taken after the shift date had already passed; a sudden spike in denials right after you complained; approved hours collapsing month over month. Patterns are persuasive, and they point a lawyer straight at what to request in discovery.

Two cautions

  • Your data only. Capture your own schedule and the actions on your shifts — don't go pulling coworkers' personal information.
  • Don't alter anything in the system. Read-only. The value is that it's the employer's own record; keep it that way.

Later, an attorney can formally demand the full audit logs, IP/session data, and the identity behind each action. Your screenshots do two jobs until then: they preserve the picture in case the system is changed, and they tell your lawyer exactly which logs are worth demanding.

Log the denials as they happen

Receipts.law lets you record each shift action with its date, actor, and status, and attach the screenshot — building a timeline as it unfolds.

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Disclaimer: Receipts.law is not a law firm and does not provide legal advice. The above is general practical guidance, not legal counsel for your situation. What records exist, what you may capture, and what they prove vary by system, employer policy, and state — only a licensed attorney in your jurisdiction can evaluate your case.