Federal employees: how to report time and attendance fraud?

[Anonymous]

Anonymous wrote:

Anonymous wrote:I have already consulted labor employee relations. I inherited this person from another team. I have documentation showing that he failed to show up for important meetings and site visits. However, he submitted vouchers for the trip for reimbursement. I've only been his manager for a month. We travel for two weeks and have on site reviews for a third week. Most people work independently. We are talking 12s/13s. I later found out he didn't go to the airport, didn't show up for the meetings or site visit. He has been "teleworking" but really not working. He admitted this to me in a meeting and over several emails. I asked him what he had been doing and he said he hasn't been doing any work. I explained I'd have to take action for performance and conduct issues.

"Well Bob, I wouldn't say I've been missing work..."

Ha ha! Love that movie!

[Anonymous]

You Feds crack me up !!!

[Anonymous]

Anonymous wrote:Op you do not report him. You discipline him.

You do that but you also have a duty to report "waste", "fraud" or "abuse" to the IG.

Unless you have your own internal affairs kind of group who has an arrangement with the IG, IMO you must report it to the IG, too. I managed this area for more than 10 yrs in the law enforcement component of a regulatory agency and absent circs. covered by our arrangement with the IG, we had to report these to them even if we did the investigation.

Read The Inspector General Act for further clarification and education.

[Anonymous]

Anonymous wrote:I have already consulted labor employee relations. I inherited this person from another team. I have documentation showing that he failed to show up for important meetings and site visits. However, he submitted vouchers for the trip for reimbursement. I've only been his manager for a month. We travel for two weeks and have on site reviews for a third week. Most people work independently. We are talking 12s/13s. I later found out he didn't go to the airport, didn't show up for the meetings or site visit. He has been "teleworking" but really not working. He admitted this to me in a meeting and over several emails. I asked him what he had been doing and he said he hasn't been doing any work. I explained I'd have to take action for performance and conduct issues.

The actual performance or non-performance of work is a performance issue.

The fraudulent time cards and travel are potential crimes (18 USC 1001) and must be reported to the IG and can be the subject of discipline, much easier than a performance-based action.

If he filed fraudulent travel vouchers, that is a firing offense IMO/ IME. Time card fraud is also very serious and is at least a significant suspension if not termination.

Who is his first line supervisor? Why can't that person tell that he was not doing any work? That's their job (I was a fed mgr for 26 yrs including supervising our conduct & performance-based disciplinary actions)...

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm in HR and I don't quite understand how this is time and attendance fraud. Is he coming to work then leaving and not doing any work? Is he coming to work and just surfing the net and not turning in work and missing deadlines? How is he not doing any work? Has he been assigned work? May be a performance issue but doesn't sound like a time and attendance issue.

+1

This person is not going to get fired.

You would be sorely mistaken in my office. We terminated a dozen or so employees over the course of several years for various conduct-based actions including things like this (in an office of 350-400 people).

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm in HR and I don't quite understand how this is time and attendance fraud. Is he coming to work then leaving and not doing any work? Is he coming to work and just surfing the net and not turning in work and missing deadlines? How is he not doing any work? Has he been assigned work? May be a performance issue but doesn't sound like a time and attendance issue.

+1

This person is not going to get fired.

You would be sorely mistaken in my office. We terminated a dozen or so employees over the course of several years for various conduct-based actions including things like this (in an office of 350-400 people).

Now, that's hard to believe. A FEd office?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I'm in HR and I don't quite understand how this is time and attendance fraud. Is he coming to work then leaving and not doing any work? Is he coming to work and just surfing the net and not turning in work and missing deadlines? How is he not doing any work? Has he been assigned work? May be a performance issue but doesn't sound like a time and attendance issue.

+1

This person is not going to get fired.

You would be sorely mistaken in my office. We terminated a dozen or so employees over the course of several years for various conduct-based actions including things like this (in an office of 350-400 people).

Now, that's hard to believe. A FEd office?

Not OP but my office fires people if you f*ck up badly enough.

[Anonymous]

Mine too. Also porn watching, time card fraud, hiring family members.

[Anonymous]

Anonymous wrote:Mine too. Also porn watching, time card fraud, hiring family members.

Amazes me that people would do the first on a government computer. So easy to track and so easy to get caught. At least with time card fraud there's a chance of it not being noticed.