Time Clock Fraud: How Should Employers Handle Misconduct for Attendance Bonuses?

Proper Disciplinary Action for Time Clock Fraud

What is the appropriate disciplinary action for employees who are clocking in for others to achieve a perfect attendance bonus or to help friends avoid being late?

You can issue a warning letter to this employee, and I would suggest going for BioSentry installation on your premises. It is based on thumb impression.

Regards,
Ranjeet

That would depend on the policy of the company, i.e., how serious an offense this is projected as. Implementing BIOMETRICS systems definitely removes the problem, but it comes at a high cost and may take time to implement. For a more immediate response, actions could vary from a warning given by the Reporting Manager or BU HR on the code of conduct to more severe actions, including recording the case in the ethics and compliance department.

For repeated attempts even after a warning, the employee may be referred to a senior HR manager, and more severe action may be taken. Consider also debarring the employee from availing the perfect attendance bonus for that period. However, ensure that you have physical evidence for proof, irrespective of the nature of the disciplinary action.

Please refer to your standing order, if any, or the company service rules, and act accordingly. You can also consider implementing a biometric attendance system as advised by many. However, at the same time, it is essential to ensure that every employee of the company is aware of the company's rules and regulations, and how to conduct themselves. These details should be communicated to them during their induction or orientation. You can issue a service rule book to every employee or post all the information in appropriate locations.

Regards,
Atul

That would depend on the policy of the company, i.e., how serious an offense is this projected as. Accordingly, action could vary from a warning given by the Reporting Manager or BU HR on the code of conduct to more severe action, including recording the case in the ethics and compliance department. For repeated attempts even after a warning, the employee may be referred to a senior HR manager, and more severe action may be taken. Consider also debarring the employee from availing the perfect attendance bonus for that period. However, ensure that you have physical evidence for proof irrespective of the nature of disciplinary action.

First of all, you should have proper evidence to take action against the person. According to the proof, you can issue a warning letter stating the details of what he has done. With the permission of your hierarchy, you can send an email to all staff regarding the new policy for punching in and out. In that email, you can mention the dos and don'ts.

Ask your security guards to monitor who is coming late and ask them to make a note and provide it to you every day. Around 10:30 am or 11:00 am, you can check the attendance record and mark it accordingly. I hope the above details will be helpful.

Regards,
JR