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Can employee be sacked for being a few minutes late?
Comments
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Oh dear, you are trying to be clever again and tying yourself in ridiculous knots!
We are not talking of a criminal trial where some crucial piece of illegally obtained evidence is kept from the jury on a technicality leading the the acquittal of a defendant who was actually guilty.
As has been explained so often, the employer only need a REASONABLE BELIEF. The fact that he may somehow have "misused" the CCTV doesn't stop it from giving him his reasonable belief. In any case the employer would no doubt say that he was reviewing the CCTV for a legitimate purpose when he happend to notice, accidentally, the employee's transgression.
For heavens sake get real!
That makes no sense at all, if you read the thread you might be able to follow the thread better than suggesting that the manager needs to lie to sack an employee, not very honest of you, to suggest that.0 -
That makes no sense at all, if you read the thread you might be able to follow the thread better than suggesting that the manager needs to lie to sack an employee, not very honest of you, to suggest that.
OFGS. If the employee went to a tribunal claiming he was dismissed unfairly because the employer discovered he was handing in fraudulent timesheets by checking them against the highly visible company CCTV camera, do you think the complaint would be upheld?"On behalf of teachers, I'd like to dedicate this award to Michael Gove and I mean dedicate in the Anglo Saxon sense which means insert roughly into the anus of." My hero, Mr Steer.0 -
Post #28 just about says it all. And I'll add that the point of having rules, policies, procedures in the workplace is to avoid all the hassle mentioned by many other posters. Lastly to the OP its a "workplace" not a "social club".0
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An employee of 5 years service starts to be a few minutes late every now and again and his co-workers complain to management.
They check the cameras and on one day he is on a 9-5 shift but he starts work at 9.08am and leaves at 4.52pm. He writes on his timesheet that he did 9-5.
So he's "stolen" 16 minutes from his employer. Anyone know if this would this constitute gross misconduct and allow the employer to sack him straight away without going through any other disciplinary measures?
Sack someone for this!? Have we gone back to Victorian times!?
Management should talk to the employee, discuss what the problem/situation is and reach an understanding that is then checked to see if it is working.
For example, maybe a later start and an early finish can be accomodated by a shorter lunch break.0 -
OFGS. If the employee went to a tribunal claiming he was dismissed unfairly because the employer discovered he was handing in fraudulent timesheets by checking them against the highly visible company CCTV camera, do you think the complaint would be upheld?
Employee made to pay employer for court costs for wasting everyone's time. :j Think it might really happen in a scenario like this when it's so obvious that employee doesn't have a leg to stand on in court.0 -
Employee made to pay employer for court costs for wasting everyone's time. :j Think it might really happen in a scenario like this when it's so obvious that employee doesn't have a leg to stand on in court.
I Can't answer about costings, but I think it is always worth asking yourself that kind of question when applying a policy."On behalf of teachers, I'd like to dedicate this award to Michael Gove and I mean dedicate in the Anglo Saxon sense which means insert roughly into the anus of." My hero, Mr Steer.0 -
I meant to reply at the time.
I was amazed by the contents of the first few replies.
4 minutes could be the difference between two people's watches!
Almost all signing in sheets are for fire regulations and should not be replied upon for any disciplinary hearings.Please be polite to OPs and remember this is a site for Claimants and Appellants to seek redress against their bank, ex-boss or retailer. If they wanted morality or the view of the IoD or Bank they'd ask them.0 -
I meant to reply at the time.
I was amazed by the contents of the first few replies.
4 minutes could be the difference between two people's watches!
Almost all signing in sheets are for fire regulations and should not be replied upon for any disciplinary hearings.
It is the employee's responsibility to make sure that their watch matches the internal clock at work. Not a valid excuse. Besides, the difference is 8 mins, each way, not 4mins."On behalf of teachers, I'd like to dedicate this award to Michael Gove and I mean dedicate in the Anglo Saxon sense which means insert roughly into the anus of." My hero, Mr Steer.0 -
sweaty_betty wrote: »If I was the manager in this situation, I would get the facts together about this person's punctuality (how many specific occurrences etc) and have a word with them, tell them it had been noted, ask if there was anything wrong to cause this. I would then tell them (if no particular reasons behind it) that it wasn't on and either give or threaten with a formal warning if it were to happen again.
Following this, I would then communicate to the workforce that it had come to my attention that some people were being late and not filling out timesheets correctly. Then I would spell out exactly what is acceptable and what is not (including cigarette breaks) so that all people have been reminded of the rules and so there is no excuse for anyone bending them in future. That would also let people know that management had dealt with the issue.
Exactly what I was about to say. This would seem to be a proportionate response that could be escalated if it continued.Mortgage when started: £330,995
“Two possibilities exist: either we are alone in the Universe or we are not. Both are equally terrifying.” Arthur C. Clarke0 -
It is the employee's responsibility to make sure that their watch matches the internal clock at work. Not a valid excuse. Besides, the difference is 8 mins, each way, not 4mins.
I assume you didn't mean to write that?
That would be a charter for an employer to deliberately set the clock fast and then sack an employee he didn't like.
Swipe cards would record time as per firm computer systems; but, not a hand written time attendance sheet.Please be polite to OPs and remember this is a site for Claimants and Appellants to seek redress against their bank, ex-boss or retailer. If they wanted morality or the view of the IoD or Bank they'd ask them.0
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