Realignment for SEC
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Anonymous
100%. It’s the easiest path. They pull all the info from a year plus and then add up every 5 minute to come up with “over the last year the total time inappropriately billed is 40 hours. Your manager recommended separation.” That’s how they retaliate. Oldest trick in the book. |
Anonymous
| Is this all targeted at a particular division/group or completely arbitrary? |
Anonymous
I believe this is targeted to made up fantasies by people on DCUM or, at most, one apocryphal example being used to extrapolate to something being somewhat common practice. |
Anonymous
I’ve heard of this happening in extreme circumstances, like people working half the day in the office and then not at all but certifying full days. I haven’t heard of anyone getting in trouble or fired for having a few minutes/hours off here and there. Go to work, take leave when needed, and document meticulously. That’s what this moment requires. It’s annoying to be worried about 15 mins here and there but it’s not totally unreasonable. |
Anonymous
Nobody said it was common practice. If your manager wants to get rid of you, they add this to the list of other issues that form the basis for your termination. |
Anonymous
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"Time card fraud" is an easy shortcut to getting rid of a targeted employee. They look at your timecard first to see if they can use it to easily get rid of a non-crony employee. On the other hand, it may have no consequences:
"An SEC Employee and Supervisor Failed To Follow Time and Attendance Policies We received an anonymous complaint alleging that an SEC employee committed time and attendance fraud, and that the employee’s supervisor had allowed the fraud by approving the employee’s timesheets. The anonymous complainant also alleged that the employee and the supervisor may have had an intimate relationship. We found that between July 3, 2018, and June 19, 2019, the employee failed to follow SEC Administrative Regulation (SECR) 6-2, Time and Attendance Processing. Specifically, on six occasions between July 3, 2018, and June 19, 2019, the employee recorded on their timesheet that they worked from the office, but records indicated that the employee did not enter the SEC building on those days. The employee told us that they worked from home on those days and provided email records for some of those days that demonstrated work performed during that time. During that same period, we found that the employee recorded in webTA that they had worked in the office on 9 additional days in which records indicate that the employee departed the SEC building before completing their tour of duty. We identified a discrepancy of 29 hours of time that the employee reported being in the office when they were not. The employee told us that on those days the employee departed the office early and resumed working from home to complete their work hours. We could not determine whether the employee actually worked the discrepant 29 hours. We also found that the employee’s supervisor granted the employee flexibility in their work schedule, including allowing the employee to telework ad hoc and to occasionally leave the office early and complete the work day by teleworking from home. However, we found that the supervisor failed to comply with SECR 6-2 by not properly reviewing the employee’s reported hours and work location for reasonableness and accuracy in webTA. We found no evidence that the employee and the supervisor had an intimate relationship. On July 9, 2021, we presented the facts of this case to the appropriate USAO, and the matter was declined for prosecution on the same date." |
Anonymous
| Has anyone been fired for not taking their 30 min lunch? |