Should I notify HR of an employee who is taking time off and not reporting it?

60 Comments

1. SamanthaSeptember 30,2022 at 2:46PM UTC

   If they report to you - yes, but maybe talk to them first and understand why (maybe they're dealing with a lot a home, or something serious is going on)

   If not and they're just a coworker, I would just stay in your lane and let it be. It's possible they could have something worked out or are working extra time outside of typical hours. They could also have something really serious going on outside of work and maybe deserve some compassion and time to deal with it. If they're just abusing it, and you're noticing, chances are someone else will notice it as well.

   I'm currently pregnant and I don't take PTO for appointments, but I will just work longer hours to make up for the time that I miss.

2. AnonymousOctober 1,2022 at 5:39PM UTC

   Also agree with this response. If someone other than my supervisor told me they were tracking my comings and goings and wanted to know what I was doing with my time, I’d report them to HR. This would be SO out of line! And especially if this person is salaried. OP-stay out of this!!

3. AnonymousOctober 2,2022 at 1:29PM UTC

   Your post made me think about when I was pregnant. I bet it looked like I was skipping out all the time, but I would actually take my laptop to the tables outside because the fresh air helped me not puke. My direct supervisor knew but I dont think other coworkers did.

4. AnonymousSeptember 30,2022 at 3:17PM UTC

   Only if you are their manager.

   Otherwise file a complaint if their time off impacts your performance.

   Remember you are not the PTO police and should not try and manage others if they are not your direct reports.

5. Crystal HowellSeptember 30,2022 at 4:46PM UTC

   If you manage them, of course, if you don't let Karma handle. focus on you!

6. AnonymousSeptember 30,2022 at 5:41PM UTC

   This is a tough one.

   Thoughts that come to mind:

   1. are you spending company time on figuring out who is where and when?
   2. maybe the employee has something worked out with their boss to make up the time off.
   3. is there an ethics committee that it can be reported to?
7. AnonymousSeptember 30,2022 at 6:45PM UTC

   Thanks for your responses. I am not their manager, so I will mind my own business.

8. AnonymousOctober 2,2022 at 1:20AM UTC

   Yes, please do, would be best for everyone.

9. AnonymousOctober 3,2022 at 7:10PM UTC

   One other perspective for you.

   As a person in HR, I cannot tell other employees if there is someone on disability or intermittent leave. They may be out in the afternoon after having been at a doctor's appointment, etc. that others are not aware of. While I appreciate those that respect the rules and know that not everyone will, most employees will not be aware of what is going on behind the scenes for other employees.
   In addition, being in a salaried position, in the past if I have had a really long week or month I have been given an extra day off or an afternoon by my senior leadership. Therefore, unless the person has specifically stated they are not following the rules, they may have approval that you cannot know for confidentiality purposes, or because after working many hours over the usual 40, etc. their boss took pity on them and told them to take the day/ afternoon off. I am also able to flex my time, so if someone saw me out at 11:00 AM on my way to an appointment they would not know that I may work late or start early to make up the time, if needed.
   One edit and add from my first post- if you are sure they are abusing the system, you could talk to your supervisor or HR about it. You could even do an anonymous report. It is appreciated that you want to follow the rules. It would be nice if everyone did and sometimes something does need to be said. Just realize they may be out for a reason you do not know about and if others find out, it could go back against you. I care about honesty and integrity, and some definitely take advantage when they should not. However, I have also had people want to know what is going on with someone that I cannot tell them for confidentiality reasons and they press for details and want to complain when someone is out for an approved reason.

10. Paulla Fetzek, MSEdSeptember 30,2022 at 6:59PM UTC

    Do you know for a fact the person isn't allowed to do this? If so, then yes you should report. However, if you don't know the conditions for this person taking time off, then no.

    In the 19 years I've been with my company, I've lost count of how much unpaid overtime I've done. So, if I need to do something that takes a few hours - my boss never makes me note it on my time-off tracker. I put it on my Outlook calendar so he and my assistant know - and that's it. As long as these two know what I'm doing - that's sufficient.

11. AnonymousOctober 1,2022 at 12:59PM UTC

    Head down and eyes on your own paper.
    Stay in your lane on this one. This is their manager’s problem to deal with, not the office tattle tale.

12. AnonymousOctober 2,2022 at 1:20AM UTC

    Agree

13. Sage SharpeOctober 1,2022 at 1:14PM UTC

    Unpopular opinion: Is it really over the top, and is there reason the manager would never know? Like during the manager’s weekly four hour off site meeting, the co-worker takes a 2 1/2 hour lunch… …and y’all aren’t even supposed to leave the premises for lunch.

    Then? Maybe.

14. AnonymousOctober 1,2022 at 5:36PM UTC

    If you take this approach, you will fast-track your way to becoming the most hated person in the office.

15. AnonymousOctober 1,2022 at 3:53PM UTC

    Sorry I originally wrote this response thinking the person is the supervisor.
    If so, proceed, but if not-stay out of it. Now if you are working on teams or collaborative assignments where this person is becoming a detriment due to this, then depending on your rapport with the person, if good, address it with them directly and see if there is change. If not, then maybe tell your boss directly and let your boss be the one to decide what to do next- Even if you dont have a same supervisors.

    Context is important.
    Like the previous post if it was an occasional extended lunch break stemming from an all day all hands meeting then let it go. Bringing it up might make you come across controlling, especially if the same employee took the same extended lunchbreak with other colleagues who work for your team, that you do not plan to address. If the employee is making a habit of skimping time; like logging on late or logging off early or is habitually taking more than 15 min more break time. By the third time or more, I would set a meeting to discuss it. Not in an accusatory way, sometimes some employees don't realize, but even if intentional, the first meeting should be a 1 on 1 with you and the employee as a notification warning. Also, pull the HR reference that addresses stealing time and advise them of the consequences. Document the meeting and send the HR reference and written notes on what was discussed to the employee. If it happens again (post your 1st warning) before you talk to the employee a second time then engage HR to get guidance from them on how they think you should proceed. Some companies take it seriously. Other companies are more flexible depending on whether the time not accounted for has a direct impact on revenue i.e. customer service call center. Be very observant of not only your employees behaviour but also the behaviour of the employes of those that work with your team. If there is a culture where several employees are doing this, your employee can come back with the excuse of well how come no one is saying anything to Sally, Karen or Bill about it, especially if she can prove it. And if so, that could make your office look hypocritical, even if you don't manage her besties.

16. Crystal VasquezOctober 2,2022 at 12:25PM UTC

    Is this affecting your work or you in any way? Otherwise it comes across as tattling.

17. AnonymousOctober 2,2022 at 12:47PM UTC

    If you know for sure, maybe you should send an anonymous note to the person letting them know their unauthorized absences are being noticed and they should stop before management finds out.
    This way it makes them aware and it also keeps everyone else from being watched if management decided to come down on employees about their time.

18. GirlBossanova934974October 2,2022 at 12:51PM UTC

    Unless you are officially part of the management structure, this issue does not belong to you.

19. Sheila PhieldsOctober 2,2022 at 12:58PM UTC

    Sadly, I experienced this very situation with a very good friend who I helped to get hired at a former employer. I had worked with her early in our careers and we became fast friends. I was in her wedding and a Godmother to her twins. Fast forward 10 years, we are working together again. I was thrilled at first. Then the weekly internet outages started (we are remote employees). This went on for 2 years on top of numerous family road trips (they are a family of 7). We were Facebook and Instagram friends, so I was seeing in hundreds of pictures over multiple occurrences how she was truly downing her time (that explains the weekly internet outages). On top of all of this, she’s been moonlighting with job that she was supposed to leave. It’s been 3 years, and she still has her primary role on LinkedIn as the moonlighting position. Before I left my former employer, I told our department manager. I left for many reasons but that was one of them. She’s still there along with several others who continue to get away with murder. Im glad that I walked away. I am now a highly paid consultant. I doubled my salary in the first year. Unfortunately, those who take advantage of their employer are also taking advantage of their colleagues. They should be reported nonetheless.

20. Melissa VerdoniOctober 4,2022 at 2:44PM UTC

    if you doubled your salary , that's NOT a co-worker issue.

21. AnonymousOctober 2,2022 at 1:03PM UTC

    I agree with those who say to stay out of it. No good will come of you reporting “time stealers” to HR. And maybe you don’t know the whole story.

22. Amy ConwayOctober 2,2022 at 1:08PM UTC

    I would say it really isn’t something you need to share with HR. If it is affecting you directly and that person shared they don’t submit their time off intentionally why not just talk with them about it? Or your manager. As an HR person when it comes to salaries and ee’s, I don’t really manage it that close as long as there is not pto cash out at the end of the year and I audit it before then to make sure everyone has submitted missed days.

23. AnonymousOctober 2,2022 at 1:11PM UTC

    I would not say anything unless their absence affects your work. I had a coworker from a previous job second shift call and ask if I could clock him in. We could do it through the computer system if you forgot your badge, he was going to give me his login name/password combo. He was already late and was going to o be about another hour. I stated absolutely not. I was new and had never met this coworker. It got around that I refused to do this and I was quickly labeled as not part of the team. Mgmt offered me a transfer to another higher position within 90 days because of my past experience but soon realized this was the culture. Management was aware and didn't care as long as they had enough employees with a good work ethic to get the job done.

24. AnonymousOctober 2,2022 at 1:15PM UTC

    No. Mind your own business.

25. AnonymousOctober 2,2022 at 1:24PM UTC

    It may be best to stay out of it. Perhaps somehow a manager or HR is aware of the employee's absences?

26. AnonymousOctober 2,2022 at 1:46PM UTC

    Unpopular opinion here.
    I agree that the OP should mind their own business however, no one here has addressed the issue of the coworker asking her to login with his credentials and clock him in. That is blatant dishonesty which I believe she addressed with the co-worker at the time by refusing to take part. How would others have handled this part of the issue?

27. Lori Laurito BetzOctober 2,2022 at 5:34PM UTC

    That wasn’t stated in the OP at all (being asked to log in with someone else’s credentials) unless it was edited?

28. Shelby COctober 2,2022 at 2:34PM UTC

    Yes, it is theft. If they find out that you knew later and didn't disclose it could come back on you. Plus, every time they cheat the company they're also stealing from all of their coworkers.

29. AnonymousOctober 2,2022 at 2:35PM UTC

    There could be many reason an employee is taking time off and not reporting it that you may not be aware of. The employee might have worked overtime and taking time off to balance it out. Their manager might have approved this. In this case, sometimes overtime don’t aren’t entered into the system so the employee wouldn’t be reporting it on their timesheet.

30. Amy CadoretOctober 2,2022 at 2:42PM UTC

    My ethical compass points North and I have always done what’s right and not what’s popular-so yes, I would and have reported it. The employee is stealing and it hurts the team. If there is an underlying reason, no harm, no foul. If there’s not, they will be held accountable. If not, you know it’s time to go.

31. Focused721350October 2,2022 at 3:12PM UTC

    Good Morning,

    Really! I think you should mind your own business! You want to be known as a "RAT"! If you don't understand that, let me explain to you! Snitch or Tattletale. This person is going to learn on their own. They don't need you to be in their business. So! Mind yours. ;)

    Ms. T

32. AnonymousOctober 3,2022 at 12:42PM UTC

    So if the person was stealing money from the company would you have the same attitude? In essence, that is what the person is doing, stealing. They are getting paid for time that they are not working.

    When did that become okay? Holding someone accountable for something they are doing that is wrong, or in this case potentially illegal, does not make you a RAT, a snitch or a tattletale unless you are working for the mob.

    Sure would be nice to see morals come back into our society.

33. AnonymousOctober 2,2022 at 3:18PM UTC

    My vote is to not report it. You don't know all the circumstances surrounding why this employee is taking off. This is a situation I encourage you to not get involved in because it could come back on you and make your work life extremely difficult with not only the employee taking off but everyone else as well. Actions have consequences and if this is a situation that does not directly involve you, then leave it alone.

34. Dr Ginny BaroOctober 2,2022 at 3:32PM UTC

    My two cents...
    as a compassionate teammate, my biggest concern would be, "how are you doing? is everything ok?" You may learn that the person may be struggling, and the conversation alone can help them identify how to ask for support--even from their manager.
    As a business owner, the person's "character" is definitely in question. How would anyone who runs their own company feel about learning that employees are "stealing" time and "no one" raised their hand? It's not about being punitive, it's about being honest. You would want to think that if an employee is in trouble, he/she/they would bring it up and that we as a team can figure it out. If that's lacking in the culture, that's a bigger conversation--perhaps that's not the right culture for you. However, to be complicit to me implies that you're guilty too for not addressing it. Leaders see "gaps" and fill them in. We don't see problems and look the other way... This is how so many companies have gotten into trouble. At the end of the day, each of us must sleep at night. DO what your moral compass tells you is right. I don't believe it's right to push my views on you. Do what makes you sleep well at night, from a place of love and contribution. The results you get will tell you whether you're in the right place or not. We must live with courage. My two cents... What did you end up doing, after all?

35. Felicia EnuhaOctober 2,2022 at 6:43PM UTC

    This is the thinking of Karen.

    That’s not compassion, that’s nosey, that’s ego, that’s controlling. It’s none of your business what’s wrong or what’s going on with the employee. If you need something from that employee, tell that person that directly. Stop worrying about the wrong thing. Focus on the value you need to add to the organization. If the person reports directly to you, tell them to fill in their time sheet and keep it moving. What do you gain for running to HR or asking this person you have no personal ties to “ Are you okay? Is something wrong”. Be real, you aren’t trying to help. Your ego is just wanting to be right and be important. Just cut it out and leave people alone. If they are doing wrong, it will come to the light and they will suffer the consequences. Don’t understand why you feel the need to be involved because of your morals… that’s BS! Cut it out. Mind your business and drink your water!

36. Dr. Ginny A. BaroOctober 2,2022 at 7:55PM UTC

    Lol!!! I like how no nonsense you are Felicia! Thanks for your candor. Live your truth. ????

37. RiaOctober 6,2022 at 7:42PM UTC

    Wish I could like your comment a thousand times

38. Dr. Ginny A. BaroOctober 2,2022 at 7:53PM UTC

    I want to also bring in what you said in your comments later. He asked you to punch him in as if he were working when he was not, using his ID and password.

39. AnonymousOctober 2,2022 at 3:36PM UTC

    Only if they report directly to you.

    If not, mention it once to your supervisor and then let it go. There may be info you're not aware of and don't need to know.

40. AnonymousOctober 2,2022 at 4:15PM UTC

    How do you know that it hasn’t been reported or worked out with HR and their manager? I would just leave it alone.

41. Nicolette ThompsonOctober 2,2022 at 4:20PM UTC

    Unless the person reports to you, or it’s impacting your work because their work is an input to yours and not complete on the agreed upon & reasonable schedule, it’s none of your business. I’ve countless times in my life worked 3x14 hour shifts and had 4 days off, or worked 12s for weeks on end then flexed my schedule, things like that, in office/salary positions. It didn’t impact my coworkers other than having to be a bit mindful of scheduling (I don’t work Friday afternoons, so don’t schedule meetings then unless it’s an emergency, and you can’t have emergencies every week) so it’s not any of their business.

42. AnonymousOctober 2,2022 at 5:47PM UTC

    No. Focus on your own work. But do make sure that work is fairly divided and separate.

43. Deborah ClarkOctober 2,2022 at 7:08PM UTC

    That is a very slippery situation. There may be information regarding her personal situation you know nothing about, and for good reasons. Focus on yourself don’t jump to conclusions .

44. Pamela OparaOctober 2,2022 at 8:07PM UTC

    Not your business.

45. Carolyn HipkinsOctober 2,2022 at 8:22PM UTC

    If you're not her manager or supervisor no. Not your business.

46. Kristie WhiteOctober 2,2022 at 10:19PM UTC

    I know many say this is not your business. So first I would ask myself a few questions. How does this impact me, is my work impacted? How do I know for sure this is happening, what proof do I have? Does this make me feel unfairly treated, do I feel this employee is taking unfair advantage? Many people hate a snitch. But to me, if you have justification, then this employee is gaming the system in a way that makes it more difficult for everyone. Why should they get away with lying and expecting others to cover for them when you and others report your time honestly. If you want to be in the popular club, cover for them. But if you want to be a leader, and have objective evidence, report it to protect the rights of all workers who abide by the rules.

47. Carolyn HipkinsOctober 2,2022 at 11:58PM UTC

    No one said cover for them. If asked by management whether they are present or not, answer honestly. Then it's up to management to deal with them.

48. Kristie WhiteOctober 3,2022 at 5:27AM UTC

    Then how would she know in the first place if the employee was lying about work time?

    If she knows, she or someone has been asked to cover, which makes them an accessory and also guilty. If this person is lying about worked time, first they are someone using others to cover for work that doesn’t get done, second they won’t hesitate to throw someone under the bus if called out about it because using others is their method. Why is it more acceptable to look the other way than challenge dishonesty? We say we want whistleblowers for companies that conduct illegal behavior but turn our head when we see it in an individual? The only difference is scale.

49. Ashley M. MagesOctober 3,2022 at 12:45PM UTC

    I think there are subtle ways in can be communicated. When I had a similar issue and needed to connect with the employee I asked around if anyone knew if he was in today because I needed to discuss a project. As time went on I was much more clear about the difficultly of working with this individual, beyond the not showing up for work.

50. AnonymousOctober 3,2022 at 12:45PM UTC

    Is there anyway you can anonymously report it to the company? Does your company have an ethics hotline?

    And to everyone who is saying "none of the OP's business" the employee taking the time is stealing from the company and that impacts everyone. When the person gets caught, and they will eventually, the financial impacts along with the broken trust are the reasons why companies become unreasonable when dealing with their employees.

    Also, it's just friggin wrong. Would be nice to see the concepts of right and wrong come back into our society.

51. AnonymousOctober 3,2022 at 2:36PM UTC

    You should share with your manager and allow them to handle. Just know that if it continues to happen, will it upset you more that the employee is still employed. You will never know if they are disciplined or not. Once you have reported you have to let it go. I know that its frustrating to see coworkers abuse the system and you abide by them and feel its unfair. Believe me your manager and others will notice who is always there and who is not and will report as well. Don't allow their behavior to run off on you, keep doing what's right, it doesn't go unnoticed.

52. AnonymousOctober 4,2022 at 1:49PM UTC

    NO! Unless this person is a direct report it is none of your business. There may be things going on that you are unaware of. In my previous position, my manager not only endorsed but actually encouraged leave without proper documentation because of internal policies that put our team at a disadvantage. He couldn't give us raises, but he could give us "time off."

53. Melissa VerdoniOctober 4,2022 at 2:38PM UTC

    you have a point , i have a person at work who is always in others business and it's not fun, i would touch word with the actual supervisor though, and leave it at that.

54. Christi LopezOctober 7,2022 at 6:20PM UTC

    Agree. As a student employee at a local college decades ago, I couldn't get overtime when I was called in to work weekends, but my director allowed me flex time at the time-and-a-half rate. She also would occasionally close the office early on Fridays and let us go. It's too easy to make assumptions when you don't know the whole story.

55. AnonymousOctober 4,2022 at 2:35PM UTC

    I can't believe all these people saying it's none of your business. I'm guessing most of them are involved in the same or similar type of conduct. How do so many people lack morals and integrity? If things are actually on the up-and-up and simply not evident to you, then a notification won't cause any issues. If you have a supervisor you trust, I'd quietly bring it to their attention and let them take it from there.

56. AnonymousOctober 6,2022 at 7:45PM UTC

    You guess wrong. Those of us who say "its none of your business" are busy doing our own job, recognize that some may just want to be nosey and controlling. I agree with the responder who referred to it as "thinking like a Karen." Doesn't mean we're engaging in the same behavior

57. AnonymousOctober 10,2022 at 2:25AM UTC

    I will say it may not necessarily that the other people posting are wanting to do something immoral. I posted below about being in HR. I have had employees ask or complain to me numerous times about others who are out of the office and wanting to know why. It could be for a number of reasons, and I cannot break confidentiality. I realize it is harder for team members when someone is out. However, there are a lot of approved reasons that I cannot discuss. I am usually aware when someone is out. They may be at the beach during time that is taking off for bereavement leave or on errands while on a protected leave of absence or workers comp. While I appreciate those that respect the rules and know that not everyone will, most employees will not be aware of what is going on behind the scenes for other employees. If someone wants to talk to HR or their manager, that is fine and it is appreciated that someone wants to follow the rules. I try to not jump to conclusions, and I also realize that sometimes other things are going that other people may not be aware of.

58. Bradford McCormickOctober 6,2022 at 1:15PM UTC

    It seems to me there is a logical "midle ground" between being a morals cop, and not caring about anything:

    Is this person doing or not doing anything which materially affects the company or the company's public facing image, and, a fortiori, anything that affects *your* ability to do *your* work for the company?

    If not, so what? (Crimes wiuthout victims.) If yes, I think you owe it to the company to look out for your employer's best interests, just like if you found a fire in a a trash can that you yourself could not put out on the spot, and then still you should report tha it happened.

    If you see something, say something. (But don't be a busybody prig.)

59. Bradford McCormickOctober 6,2022 at 1:18PM UTC

    Since I cnnot edit what I wrote, I'd like to add to it:

    I think each employee has a second job: as a watchman, and, conversely, that the company watches out for each employee.

60. April DOctober 8,2022 at 12:56PM UTC

    If this is your direct report, then I would say yes. But otherwise, if it is really bothering you, then maybe say something to their manager directly.

    There could other things at work here that you are not aware of, if you are not the manager.