[angela stone]

Hi,

I have had a member of staff come to me and complain about her team member who she works with 3 days a week.

They are meant to meet at the office at 9.15 in the morning but she has asked her to meet her elsewhere (so I don't know what time she is getting off the bus).  She is putting a 9.30 start on her timesheet however not getting to the first job until 9.50-10.00 because her bus is now arriving later.

She is cutting jobs short (one today should have been 1hr 15 mins each and they did 50 mins each to catch up. 

then she is wanting to finish early so that she doesn't have to catch the bus with all the school kids on.

This staff member has said that she is telling me what is going on as she doesn't lose her job.

Can this be classed as gross misconduct? 

[gordonswindows]

Hi Angela

Not sure you could use gross misconduct I would advise following the warning procedures first

We use a log on and log off system at the many commercial sites we work at perhaps you could use something similar

The staff log on from the clients phone say at reception on arrival and log off from the same phone once finished, they don't speak just let it ring so our phone records the missed call and phone number of the relevant site. DO not let the staff use their mobiles as they may still be lying in bed when calling lol

If I can help further drop me an email

Gordon

[Ian Rochester]

You'd be hard pushed to get it under gross misconduct, however I would get the facts and when you have the evidence interview her and move down the disciplinary route.

It is human nature if it's not your business to take shortcuts and cut time, good supervision and controls will prevent this.

[BDCS]

So stealing time and hence money would be classed as what if its not misconduct
?

[Blast Away]

[Pristine Clean]

Hi Angela,

How can you prove she is arriving later than she states on her time sheet?

Is it there a video footage or alarm access code?

There is a simple way to monitor time attendance either by a clocking in system either by punch card or log in via telephone or mobile system there are many available.

But you need clear proof before you dismiss them for Gross misconduct!

And YES Falsifying employee time sheets IS classed as gross misconduct!!!!!!!!!!!

And they can be dismissed straight away and criminal charges can be brought into action.... against them

Do you have anything like an employee handbook? A written employment contract, if so is it clearly listed in there for the disciplinary procedures and is Falsifying employee time sheets in there under gross misconduct

So, Get the proof first. Present your evidence and see what she has to say then maybe either give her a verbal warning, but give her a letter stating that she has had a verbal warning regarding ..... such matters. - Fully dated when and why and record her reply to your questions.

If you have a good employment contract, handbook, and hard evidence that will stand up in court easily I would dismiss straight away depending on how much she is Falsifying employee timesheets. However saying that each individual case is different. Perhaps a gentle warning and monitoring will resolve the issues. Take into account that does she make up the time in anyway. How easy would it be to replace her..

Also I would look at the time scales of sites. Employees each have a different production rate. Some are faster some are slower and still able to give an acceptable standard of cleaning.

If one employee is quicker than another employee on that site should she be punished for not doing extra, or should they be allowed to finish early if all the work is done correctly.

How is the work split? Is there separate floors that they are in charge of or do they do separate tasks. You also have to look at the facts in detail. Maybe the employee telling you what's happening may dislike the other employee for something other reason.

What is her cleaning like, you say she is cutting it short? What is being missed?

I will also add here, if in your employment contract and staff handbook you have listed in detail anything can be classed as gross misconduct providing it is listed.

So if lateness in your industry / work place will not be tolerated under any circumstances then it most certainly is.

But you must make sure all employees are treated the same.

regards

Dave

[Seymour Sunshine]

Surely your first step is to find out what's going on for this person, isn't it?

Why not have a quiet chat with her and ask her if there's anything that she wants to tell you?

Then you can find out if she's being honest or dishonest. And trust your intuition to take it from there.

[angela stone]

Thanks for the feedback guys.

In our contract of employment we have a disciplinary section and falsification of company records is an example of gross misconduct.

As we do domestic houses, a clocking in system would be difficult to put in place, however they have a timesheet and I know where they should be at what time, so I have been following them around and they have been dishonest with the times.

Also, a customer text me at 9.50 and asked where the girls where, they should have been there at 9.30 and they put 9.30 on the timesheet,that;s 40mins in total off the time they should have done, and the best thing is the customer was in for the whole time.  I can't believe she didn't complain!!