Off‑the‑clock work is never optional under the FLSA. If a nonexempt employee performs work, the employer must pay for it — authorized or not. Most violations come from workload pressure and manager habits, not intentional misconduct, and they quickly snowball into overtime exposure and litigation risk. The fix is structural: tighten policies, train managers, and ensure employees report all hours worked. Unpaid time isn’t a savings; it’s a growing liability.