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Norkent

Last updated: 09/08/2026

Norkent for United States

Federal system without a working-hours limit. FLSA regulates overtime; privacy varies by state (CCPA, BIPA).

ISOUS
CurrencyUS dollar (USD)
LanguageEnglish (no federal official language)
Weekly hoursNo federal limit; overtime from 40 h
Overtime1.5x after 40 weekly hours (FLSA)
Record retention3 years payroll / 2 years wage basis

Working hours and overtime

Maximum weekly hours: No federal limit. The standard weekly workday is 40 hours; overtime pay is mandatory from 40 hours worked in a week.
Limit (overtime): Hours worked above 40 per week are "overtime" and must be paid at one and a half times the regular rate of pay (29 U.S.C. § 207(a)(1)).
Overtime premium / compensation: 1.5x the regular hourly rate for each overtime hour (FLSA). Some states provide more protective rules (e.g., California, with daily overtime pay in addition to weekly).

Breaks and leave

Weekly rest: There is no federal weekly or daily rest obligation; the rules are state-level or set by employer policy.
Vacation: There is no federal obligation for paid vacation; it is regulated by state law or employer policy.
Maternity / paternity: No federal mandate for paid maternity/paternity leave (except unpaid FMLA of up to 12 weeks for companies with ≥50 employees).

Personal data protection

Data protection law: There is no comprehensive federal law. The framework is a state patchwork: CCPA/CPRA (California), VCDPA (Virginia), CPA (Colorado), BIPA (Illinois), CUBI (Texas), and electronic monitoring laws (NY, CT, DE, ME, among others).
Competent authority: Multiple state authorities (no single federal authority).
Geolocation: Several states (NY, CT, DE, ME, CA, NJ, IL) require prior written notice before enabling geolocation on employee devices.
Biometric data: BIPA in Illinois requires written notice and consent for the collection of biometric data (fingerprint, facial recognition). CUBI in Texas and Washington also regulate biometrics. Norkent does not use biometric data, which avoids triggering these regimes.
Workplace monitoring: Some states (NY, CT, DE, ME) require an electronic monitoring notice with the employee's signed acknowledgment.

Digital attendance systems

Digital recording allowed: Yes. The FLSA expressly allows any recording method (electronic, manual, QR), as long as it is accurate and verifiable.
QR recording: Yes, allowed. It does not trigger biometric or state-specific notification regimes.
Mobile device recording: Yes, allowed, as long as state notice requirements are respected if geolocation is enabled.
Manual recording: Yes, allowed (paper or timesheet clocking).

Status of Norkent in United States

Allowed with conditions
Norkent is compatible with the U.S. federal framework, which does not require specific technology and allows any recording method (electronic, manual, QR) as long as it is accurate and verifiable. The main operational complexity comes from the patchwork of state privacy and monitoring laws. Before its implementation, a company should consider: 1. Record retention: keep payroll records for 3 years and wage-basis records for 2 years (29 CFR § 516.5–516.6). 2. Availability to the DOL: the data must be available to the DOL within 72 hours after a request. 3. Geolocation (states with mandatory notice): if geolocation is enabled, provide prior written notice in New York, Connecticut, Delaware, Maine, California, New Jersey and Illinois. 4. California (CCPA/CPRA): provide a privacy notice at the start of the relationship and enable the rights of access and deletion of personal data. 5. Electronic monitoring (NY, CT, DE, ME): provide an electronic monitoring notice with the employee's signed acknowledgment. 6. Biometrics: since Norkent does not use biometric data, triggering BIPA in Illinois, CUBI in Texas and other equivalent state laws is avoided from the outset; if biometrics were added in the future, specific notice and consent would be required in those states.