ShiftClock
Guide

Pitman vs Panama Schedule: Which Is Right For Your Operation?

This guide walks through Pitman vs Panama Schedule: Which Is Right For Your Operation? for payroll administrators, shift workers, and operations managers. It assumes a U.S. context and references the Fair Labor Standards Act (FLSA) and U.S. Department of Labor guidance available at dol.gov/agencies/whd/flsa. payroll-team training module

Why it matters

Shift-work payroll mistakes are expensive. Misclassifying a meal period, dropping a differential, or applying the wrong overtime threshold can add up to thousands of dollars per worker per year. Workers who can verify their own pay catch these problems early; payroll teams that document the rules clearly spend less time on disputes.

What the rule actually says

The FLSA sets the federal floor: time-and-a-half for hours worked over 40 in a workweek for non-exempt employees. State and local laws can add daily overtime, double-time, split-shift premiums, and predictive scheduling penalties. Collective bargaining agreements and employer policy can layer on additional protections, but never reduce the FLSA floor.

Common edge cases

Shift work is full of edges: shifts that cross midnight, on-call hours, sleep time during 24-hour shifts, travel time between sites, training time outside scheduled hours, and pre- and post-shift activities like donning and doffing required equipment. Each of these has its own analysis, and missing one can flip a paycheck from compliant to short. compliance edge-case checklist

How to apply it in practice

Start with the schedule pattern as the source of truth. Convert each scheduled shift into worked hours after subtracting unpaid breaks. Add any compensable on-call or travel time. Apply the overtime rule that matches the worker's classification — most non-exempt staff use the 40-hour FLSA test, but public safety workers under 207(k) have different work periods. Layer in differentials and premiums last.

Recordkeeping

FLSA section 11(c) and 29 CFR Part 516 require employers to keep accurate records of hours worked. Workers should keep their own copies of schedules and pay stubs. ShiftClock can serve as a second-source calculation each pay period — drop the punches into the matching calculator and confirm that the totals line up. audit-ready timecard template

Where ShiftClock helps

Each guide on ShiftClock links to the relevant calculator and to the schedule patterns most affected by the rule. The occupation directory shows which roles typically run into the edge case described here, and the industry directory rolls those occupations up into staffing-model views.

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