federal employee and timesheet check

[Anonymous]

I have an employee at my agency that is adding extra hours that he works. Before I reach out to HR, is there a limit on the number of days we can go back to audit his timesheet?

[Anonymous]

I think they could back for 90 days but it also depends how regular the issue is.

[Anonymous]

Anonymous wrote:I have an employee at my agency that is adding extra hours that he works. Before I reach out to HR, is there a limit on the number of days we can go back to audit his timesheet?

What do you mean by adding extra hours? Credit hours or regular hours?

[Anonymous]

Why would you bring in HR at this point? Is this person allowed overtime payment? What makes you suspicious? Sounds like a simple conversation, if needed. You appear to be spending a lot of time working outside of core hours. How is your workload? Are these accurately recorded and reported. Are yiu eager to lose another employee? Do you want HR to think you are unable to provide adequate oversight as a supervisor?

[Anonymous]

In the Fed process, step 1 always should be talk with HR. Often conversations with any employee about timesheet issues need to have a designated HR person present and use HR provided language.

[Anonymous]

comp time or overtime?

Both need to be approved prior in my organization. I wouldn't approve my employees for either. Mostly because they need to do the work during normal work hours and then of course we don't have any extra money currently.

[Anonymous]

If this is recording extra hours that were for actual work and that is uncompensated overtime it’s not right. Nor can it be unauthorized overtime. Not clear what’s actually going on from the op.

[Anonymous]

Op here. It is for the regular hours and not overtime or comptime. The employee is either arriving late, leaving early or not present at his desk in case someone come looking for him. Surprisingly, his timesheet is always all regular working hours with no LA or LV.

[Anonymous]

Anonymous wrote:Op here. It is for the regular hours and not overtime or comptime. The employee is either arriving late, leaving early or not present at his desk in case someone come looking for him. Surprisingly, his timesheet is always all regular working hours with no LA or LV.

Is the employee getting their work done? And if people come looking for the employee and he/she is not there, how about an email: "I came looking for you, but you weren't at your desk. Please call when you get this so I can give you the next assignment."

You're making this more complicated than it needs to be. If there's a performance issue, address that. Otherwise, stop keeping track of other people's hours and worry about yourself.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Op here. It is for the regular hours and not overtime or comptime. The employee is either arriving late, leaving early or not present at his desk in case someone come looking for him. Surprisingly, his timesheet is always all regular working hours with no LA or LV.

Is the employee getting their work done? And if people come looking for the employee and he/she is not there, how about an email: "I came looking for you, but you weren't at your desk. Please call when you get this so I can give you the next assignment."

You're making this more complicated than it needs to be. If there's a performance issue, address that. Otherwise, stop keeping track of other people's hours and worry about yourself.

DP - If OP is a supervisor or timesheet certifier, this is their problem.

But I agree that before going to HR you need to have a conversation with the employee.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Op here. It is for the regular hours and not overtime or comptime. The employee is either arriving late, leaving early or not present at his desk in case someone come looking for him. Surprisingly, his timesheet is always all regular working hours with no LA or LV.

Is the employee getting their work done? And if people come looking for the employee and he/she is not there, how about an email: "I came looking for you, but you weren't at your desk. Please call when you get this so I can give you the next assignment."

You're making this more complicated than it needs to be. If there's a performance issue, address that. Otherwise, stop keeping track of other people's hours and worry about yourself.

This is literally something that Fed supervisors are required to do.

[Anonymous]

If the employee is getting work done but putting less hours in then don't you think he can get into trouble? Who controls this in case his badge or location gets checked/audit and matched with his timesheet?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Op here. It is for the regular hours and not overtime or comptime. The employee is either arriving late, leaving early or not present at his desk in case someone come looking for him. Surprisingly, his timesheet is always all regular working hours with no LA or LV.

Is the employee getting their work done? And if people come looking for the employee and he/she is not there, how about an email: "I came looking for you, but you weren't at your desk. Please call when you get this so I can give you the next assignment."

You're making this more complicated than it needs to be. If there's a performance issue, address that. Otherwise, stop keeping track of other people's hours and worry about yourself.

This is literally something that Fed supervisors are required to do.

Yeah, you don't want to look the other way on time sheet fraud. Talk to HR about next steps.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Op here. It is for the regular hours and not overtime or comptime. The employee is either arriving late, leaving early or not present at his desk in case someone come looking for him. Surprisingly, his timesheet is always all regular working hours with no LA or LV.

Is the employee getting their work done? And if people come looking for the employee and he/she is not there, how about an email: "I came looking for you, but you weren't at your desk. Please call when you get this so I can give you the next assignment."

You're making this more complicated than it needs to be. If there's a performance issue, address that. Otherwise, stop keeping track of other people's hours and worry about yourself.

Found the person not doing their job!

[Anonymous]

Go to HR ASAP.