Human Resource Blog

termination

I have an employee (my assit. manager) who has asked another employee to clock them in so it would appear they where on time. This has happened on numerous occasions as 3 others of my staff have witnessed the act. I have 2 of the staff that have sent me emails to the fact and I had a meeting w/ my direct supervisor and the 3 staff members as well all verbally acknowleding the act. My direct sup and I had a meeting w/ HR and our director and they are hesitant in acting on it. This is direct violation I want to terminate this person. They have also caused much upset in the workplace as i have that in an email as well, again HR is hesitant. This is a very toxic situation and I feel they will not terminate and I am forced to keep this person.

Frankly, we are very surprised that HR and your director are reluctant to take action here. Is she the daughter of the president of the company? Or having an affair with somebody important? Because their reluctance seems irrational.

If the Assistant Manager is an hourly employee, your company is in violation of federal law due to her actions. The federal FLSA requires that an employer keep accurate records of an employees hours worked, for 3 years. By asking another employee to clock her in when she is not at work, she is falsifying those records.

Most companies have a provision in the handbook that permits them to immediately terminate any employee who falsifies company documents or payroll records. And your assistant has done both.

Most companies would fire even an hourly employee who did this — and managers are expected to be more responsible and more ethical.