federal employee and timesheet check

[Anonymous]

Anonymous wrote:

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.

And this is exactly why all these folks want to remain remote. So you can’t audit their time in/time out or know when they are not at their desk.

[Anonymous]

Do you mean he's putting 8 hours and not working 8 hours? How would a timesheet with anything beyond 8 hours get approved if credit hours or comp time or overtime weren't requested and approved by the supervisor?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

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.

I would start with an email to the entire section/group. "Please be accurate with your time sheets. If you are late or need to leave early that should be reflected." I would also target him with specific emails. Hi Joe, you were not at the your desk when I came by, please let me know when you are back so we can connect." That will give him the idea his manager does notice.

I doubt this is the correct strategy. He might file EEO complaint before supervisor has a chance to do anything and then it would look like retaliation.

Let me know when you are available is retaliation?

[Anonymous]

Anonymous wrote:I am a longtime federal supervisor. You can reach out to HR- and they probably have a way to pull login and/or swiping in data for you. I would reconcile the time sheets to that data and present it to the employee.

Employee could be doing something else including taking phone calls or be in the field if it is part of his job. Issue is that supervisor is suspicious and that's why he is looking into.

[Anonymous]

Anonymous wrote:

Anonymous wrote:why would Fed supervisor would get in trouble for this? It is not his job to investigate this.

Don't fed supervisors have to approve timesheets?

This. You attest to accuracy.

OP, this is highly variable based on specifics. You have to talk to HR.