S/o What do you do when an employee lies on the time card?

[Anonymous]

I manage an unproductive, unionized employee. She hadn't submitted a time card for several months so I told her to do it.

A few days later, she told me it was done. The time card she approved left off a vacation she took and several "sick" days. I'm 100% certain she was trying to pull one over on me.

I told her to fix it. Would I be an a** if I brought this issue to HR? Or do I let it go?

[Anonymous]

Bring it to HR.

[Anonymous]

Consult your union contract though, because generally the way that unionised employees get away with things is because supervisors do not appropriately document things like this.

[Anonymous]

How much proof do you have?

[Anonymous]

Op. I have proof to back up the lies.

[Anonymous]

Bring it to HR. If she is unproductive, you probably want her gone. This is the start. Document this kind of stuff now. Otherwise, it is tough to get them out the door.

[Anonymous]

Anonymous wrote:Bring it to HR. If she is unproductive, you probably want her gone. This is the start. Document this kind of stuff now. Otherwise, it is tough to get them out the door.

Yup - start documenting.
Lazy unioners are a b!tch to get rid of, but well worth the headache if you do!
It's people like this "worker" who give union members the bad rep.

[Anonymous]

How does she get paid if there is no timecard?

[Anonymous]

If I did that, it would be fraud. We bill the government based on what I put on my timecard. I could go to jail, and the company could be banned from gov't work.

I would give a warning....let her know I have to report to HR, and report it.

[Anonymous]

Bring it to HR. I'd fire her, but don't know about the union issue.

[Anonymous]

"Several months"? Okay, this employee sounds shitty, but you sound like you are dropping the ball as a manager. How does an employee go several months without a timecard? Get your crap together and manage properly.

As others have said, take it to HR, but she is just going to claim she forgot about those days off. Which is understandable if they were SEVERAL MONTHS AGO. Unless the days were in the last 1 - 2 weeks, she is going to get a pass on this one, especially being unionized.

Step up and start managing. Document, document, document. Talk with HR about how to manage her performance. Almost every company with an HR department has a process, even with unionized employees, for putting someone on a performance plan type of program to either improve or start the process to move them out.

[Anonymous]

Anonymous wrote:"Several months"? Okay, this employee sounds shitty, but you sound like you are dropping the ball as a manager. How does an employee go several months without a timecard? Get your crap together and manage properly.

As others have said, take it to HR, but she is just going to claim she forgot about those days off. Which is understandable if they were SEVERAL MONTHS AGO. Unless the days were in the last 1 - 2 weeks, she is going to get a pass on this one, especially being unionized.

Step up and start managing. Document, document, document. Talk with HR about how to manage her performance. Almost every company with an HR department has a process, even with unionized employees, for putting someone on a performance plan type of program to either improve or start the process to move them out.

+1.

[Anonymous]

OP. i just started managing her. She was just put on my team because no one else wants her.

I think she assumed that I would blindly approve all the months prior to becoming her manager. She was wrong.

[Anonymous]

Anonymous wrote:OP. i just started managing her. She was just put on my team because no one else wants her.

I think she assumed that I would blindly approve all the months prior to becoming her manager. She was wrong.

Sounds like someone knows that you will be the one to do appropriate documentation to bid this person adieu.
Absolutely go to HR - and document everything from here on out.

[Anonymous]

For you tell her to fix it in person or by email so you have documentation? Did you keep a copy of the incorrectly filled out time card? If you told her to fix it and now have no proof then email her and thank her for fixing her time card to reflect she took sick days and vacation days.