Sick/Abusing Time at Work

[Philagoofy]

If an employee has some serious medical conditions, should the fact that they cheat on their time, i.e. get paid for a full day when they are at work less than a full day & get paid overtime for time they weren't working overtime, be overlooked?

I see several views;
there but for the grace of God go I, (so don't complain);

it's not fair to the rest of the employees, some of whom may have problems but make it in & don't sign up for ot when they aren't here;

they are paying for the ot, etc. by having health problems (which doesn't explain all of the hardworking, honest people who sure don't seem to deserve all of the problems they have).

Then of course, it's no one's business, as long as their supervisor/manager/boss ok's it, it's not any of my concern. (This is great for moral.)

 

[cybrkitn]

At the company I work for, there are disciplinary actions for employees who cheat on their time cards. It's a serious matter here.

 

[mommasita]

At the company I work for, there are disciplinary actions for employees who cheat on their time cards. It's a serious matter here.

Wherever I worked as well. It is simply STEALING.

 

[tink1978]

They should not get paid for time not worked unless they have the vacation/sick time to cover it. And they should especially not get overtime when they did not work it. That is just wrong.

 

[NotUrsula]

Unless you are actually seeing their paychecks, you have no idea what arrangements that they may or may not have made to compensate for the time used. Don't make assumptions. Lots of people take massive pay cuts in these situations in order to stay employed at full-time status so that they don't lose medical benefits.

As long as you are not the person's supervisor or being asked (by a supervisor) to do additional work without additional compensation, it isn't your business.

 

[Alicnwondrln]

cheating on a time card is grounds for termination where i used to work

 

[Chicago526]

If the company is aware of this and allows it, the no harm, no foul. If the company isn't aware, it is definatly wrong.

Now, do you turn him/her in, and possibly cost a sick person their job (and most likely, health benfits)? That's a sticky question!

 

[drgnfly30]

If an employee has some serious medical conditions, should the fact that they cheat on their time, i.e. get paid for a full day when they are at work less than a full day & get paid overtime for time they weren't working overtime, be overlooked?

I see several views;
there but for the grace of God go I, (so don't complain);

it's not fair to the rest of the employees, some of whom may have problems but make it in & don't sign up for ot when they aren't here;

they are paying for the ot, etc. by having health problems (which doesn't explain all of the hardworking, honest people who sure don't seem to deserve all of the problems they have).

Then of course, it's no one's business, as long as their supervisor/manager/boss ok's it, it's not any of my concern. (This is great for moral.)

If the medical condition is covered under FMLA then there is nothing wrong with it.

 

[Todd&Copper]

I work for a DOJ contractor, and lying on a timesheet (whether it is the sign-in/out sheet or your actual timecard) is grounds for dismissal. I know of 2 people who have been fired for this within the past 2 years.
We've also had a few situations where salaried employees are allowed to make up time they missed well after the pay period ends. I lost 2 days due to the ice storm a couple of weeks ago, and I am slowly making up the lost time (working 1/2 or 1 hour extra most days until I have worked an extra 16 hours total). Hourly people have to make up time within the week it is missed or they must use vacation or forgo the hours/pay.

 

[Philagoofy]

Unless you are actually seeing their paychecks, you have no idea what arrangements that they may or may not have made to compensate for the time used. Don't make assumptions. Lots of people take massive pay cuts in these situations in order to stay employed at full-time status so that they don't lose medical benefits.

As long as you are not the person's supervisor or being asked (by a supervisor) to do additional work without additional compensation, it isn't your business.

I not only see their paychecks, I see and have to enter their time everyday.

I was always a pretty hard, conscientious worker and it would bother me when my co-workers rarely did any work. Some people would tell me that it's none of my business. But I disagree. These people are getting paid the same as or more than me, sometimes twice as much, and they barely do any work. It's not only unfair to me, whether or not I had to take on their work & correct their mistakes, which I have had to do, but it really lowers my moral.

What I'm must curious about now is, is it ok to look the other way, ignore the fact that the person is falsifing their time because the person has these medical issues, like gee that's a shame they already have such hardship. Then where would you draw the line?

 

[Philagoofy]

I'm not turning anyone in, I wouldn't do that because while I think it's wrong for them to be falsifing their time, I feel for what they are going through medically. Actually, I wouldn't turn them in whatever their circumstances. As long as I don't get in trouble for entering their time, which I wouldn't because I'm not signing off on their timesheets, than I'm out of it.

Their boss knows about this, but where I work it's usually a "I don't want to make waves" type of place. There have been a few people in other units fired for messing with their timesheets, so if certain people find out, they may get fired.

And they are not making up the time some other way or paying it back.

 

[pjb_hockey_mom]

I not only see their paychecks, I see and have to enter their time everyday.

I was always a pretty hard, conscientious worker and it would bother me when my co-workers rarely did any work. Some people would tell me that it's none of my business. But I disagree. These people are getting paid the same as or more than me, sometimes twice as much, and they barely do any work. It's not only unfair to me, whether or not I had to take on their work & correct their mistakes, which I have had to do, but it really lowers my moral.

What I'm must curious about now is, is it ok to look the other way, ignore the fact that the person is falsifing their time because the person has these medical issues, like gee that's a shame they already have such hardship. Then where would you draw the line?

Are the time cards signed/approved by their manager? I know, it can be tough but there may be an agreement in place between said person and their supervisor.....

 

[believe]

I would think if you are responsible for entering their time, then you are probably responsible to report things that look 'odd'.

As for not turning them in because they have medical issues, I would ask is it right for them to use their medical issues this way? Having medical issues is one thing, but using that to get paid more is not right. I would think they would try harder in order to keep their job.

 

[mickeyboat]

If the medical condition is covered under FMLA then there is nothing wrong with it.

FMLA is UNPAID leave. It basically just guarantees that you will still have a job when you return.

 

[LindaM]

I am a manager of a accounting department with 12 people we are all on salary, if someone is sick they still get paid, you can be sick for 3 days in a row after 3 days you need a doctors note, if it's a serious sickness, you can go on long term disability and you get paid a % of your wage (the amount you get paid depends on how long you have been with the company). If your on long term disability there are forms your doctor fills out and your dr determines how long you'll be gone. We also have 6 flex days a year that employees can take for doctors appointments, school functions, etc. Because we are on salary, we don't get paid for ot, but if you do work ot we will give you time off in lieu.