Is what my employer doing wrong?

Mersey_2

employee123 wrote: »

Simply put, hes never actually there. He clocks himself in week in, week out. For shifts hes never been on. In the 6 years Ive known him, hes never worked past 3pm. But he will regularly be clocked in 6am till3pm, then 6pm till 11pm.

Ive seen him delete a whole weeks worth of clock ins for a colleague without telling him. (He only found out when he checked his bank on pay day!) because we were over our target for labour costs. and he repayed him by not ringing sales through our till and paying him cash in hand. Plus a little extra to keep quiet.

The former is wrong but sadly does go on.


But the latter is far more serious: theft and bribery (as well as issues re falsifying sales/finances, NMW, tax, NICs etc that HMRC could be interested in).


I'd certainly report that as a whistleblower and I'm astounded some don't think that alone merits doing so. Hopefully he's a one off rogue manager; but, as a FTSE listed company it's the sort of practice that the shareholders would want to know about too. Although little surprises me of late with what was going on at Sports Direct, BHS etc.


Good Luck with whatever you decide to do.

SandC

Difficult one. I had a boss who took the mickey - he had been an employee virtually straight from school and worked his way up. When he got to senior management he was basically never there. I kept a diary note of his AWOLS but didn't do anything about them in the end as I got another job and left. But not long after that he was dismissed for misconduct anyway. He did something that caused others to speak out and his downfall was swift. Actually he was a nice guy, we got on fine but he got cocky.

Sometimes these things take a long time, but they do tend to get their come uppance somewhere down the line. I've seen it since as well, long service doesn't count for anything when a new person comes along above them and susses them out.

You can probably guarantee that others are aware, just depends how confident you are in reporting it. As others have said there will be written procedure on this and definitely if you have a grievance there is a route to take above him, or via HR. Good luck, cos it's a horrible situation to be in.