As an autistic businessman. Treat her no different from any other employee. But you did already set a precedent. Document everything like you would a normal insubordinate employee and I would put her on a pip. I would also familiarize yourself with this: https://adata.org/sites/adata.org/files/files/Autism Case Law Brief_FINAL_LP.pdf
The time clock is the employers ultimate responsibility. Not the employees. I use a pay system that accounts for the day. 8 hours automatic pay, 8+ is just automatic calculation to 12 hours. I use spreadsheets that have been around for decades that make it easy. Pay east, taxes easy, overtime tracking easy, employee morale with extra pay, easy. The ROI I get from the morale is worth not looking at employees as a cost, but a vital required asset. In my history if I come into a business and I see wages being worried about, I will take a second thought before consulting. It’s so insignificant in the total of things that the time and energy can be spent elsewhere in the company rather than getting rid of the most valuable cog of the business machine.
They are humans too and federal and state law specify that it is ultimately 100% legally my responsibility to handle it and not the employees. If you research case law you will see that you are heading down a path of labor disputes and ultimately insolvency. But that’s just free internet advice and I wish you the best!
As an autistic businessman. Treat her no different from any other employee. But you did already set a precedent. Document everything like you would a normal insubordinate employee and I would put her on a pip. I would also familiarize yourself with this: https://adata.org/sites/adata.org/files/files/Autism Case Law Brief_FINAL_LP.pdf