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Falsification of Time Card |
afank
Joined: Sep 13, 2001
Posts: 12 |  Posted: 2001-08-02 08:38
What kind of actions can I take when an employee has falsified his time card and we did not catch it until after we paid him?
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Hirshy1230
Joined: Sep 13, 2001
Posts: 112 | Posted: 2001-08-03 09:03
The fact that you already paid him is not the issue. Most companies have a policy regarding flasification of timecards and/or any other information being grounds for disciplinary action up to and including terminataion. Falsification of time cards is a serious offense and should not be taken lightly.
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SwainA
Joined: Sep 13, 2001
Posts: 12 | Posted: 2001-08-07 08:43
I agree, that you have paid him is not a significant event.
I would gather what data you can as far as work performed (not performed) during the period of time in question, as well as information from co-workers. This should provide you with enough data to take action on.
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Neicey
Joined: Jul 26, 2004
Posts: 25 | Posted: 2004-07-26 13:00
If possible, maybe you can come up with some sort of system where employees have to sign-on when they arrive and sign-out. Maybe a computerized system.
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jcmark
Joined: Jul 20, 2004
Posts: 17 | Posted: 2004-07-28 11:50
[quote]
On 2001-08-03 09:03, Hirshy1230 wrote:
The fact that you already paid him is not the issue. Most companies have a policy regarding flasification of timecards and/or any other information being grounds for disciplinary action up to and including terminataion. Falsification of time cards is a serious offense and should not be taken lightly.
[/quote]
Agreed. Just do the research on the falsification part and you'll be on your way.
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fbeauley
Joined: Jul 29, 2004
Posts: 3 | Posted: 2004-07-29 09:09
Get a time clock that has to be punched. If the time isn't punched, the supervisor has to write it in. If the time isn't there, the employee doesn't get paid for it.
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kathymangalindan
Joined: Aug 05, 2004
Posts: 6 | Posted: 2004-08-05 06:52
Sanction the employee in whatever legal way.
Find for a supplier of Electronic swipe machince... to avoid falsification.
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Hatchetman
Joined: Sep 13, 2001
Posts: 1609 | Posted: 2004-08-05 18:08
Iagree with theo others about the seriouness of faslificationo fitecards.
You should have it clearly stated as a policy that falsication fo timerecords can result in the emplyees immediate discharge.
Of course, when investigating get an explanation and take a look at the facts.
Assuming that falsfication did occur (and the amount was not inconsequential, e.g., more than a few measely dollars), discharge needs to be seriously looked at. If you don't discharge the emplyee for some ordinary reason (e.g., first wrongdoing in over 30 years with the company), then go to the next most serious disicplinary measure as a clear indication of the seriousness and "don't do this again because there will be nothing to save your job."
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