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.

[quote=Anonymous]why would Fed supervisor would get in trouble for this? It is not his job to investigate this. [/quote]

Certifying fraudulent hours knowingly.

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.

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.

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?

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

As a fed supervisor you need to watch this. YOU can be disciplined too if your employee is faking hours.

I tell my team to watch it and not get me in trouble. I am not the one who makes the rules.

Most of our HR reps were RIFed by DOGE, so it's hard to find anyone to ask.

OP it makes no sense you asking us this when you need to go to HR they know the answer to this.

GO TO HR.

Anonymous wrote:I think what OP is asking to know what to do for the previous timesheet if he has suspicion that hours were not put in correctly. Can there be an audit on timesheet and how long you can go back to verify that?

This really is an HR question.

I think what OP is asking to know what to do for the previous timesheet if he has suspicion that hours were not put in correctly. Can there be an audit on timesheet and how long you can go back to verify that?

I wonder if the OP knows the person has been padding their hours and has still signed off on the timesheet if they’re somehow culpable. Maybe don’t sign the next timesheet that reflects a full workweek, and have a conversation with your employee.

My neighbor has to ping his boss when he logs in at his desk in the morning and again before he cuts out in the afternoon. Horribly micromanaged but it’s the current climate for some feds these days.

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.

Found the person not doing their job!

+1000

Anonymous wrote: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?

No, it does not. Asking an employee if their hours have been accurately reported is not a simple conversation at all.

OP, bring in HR.

Anonymous wrote:Go to HR ASAP.

I think OP's question was how back they could go legally to audit the timesheet? I think it is like 90 days but not 100% sure.