What is the name of your state (only U.S. law)? Delaware
On Thursday, November 2, 2017, I was called to a meeting with an HR Business Partner and my Area Manager/Supervisor. I was asked to explain my use of an onscreen, time analysis page that has (to the best of my knowledge) always been available to me at my permissions level. I explained that my AM/Supervisor had reviewed this page with me while discussing Time Off Task on the afternoon of Friday, October 6, 2017. She explained how each color indicated a different status. Further, she demonstrated how changes could be made with a mouse click. Beginning on Monday, October 9, 2017, I utilized this time analysis page to mark anytime that I was not at my workstation and why. I was able to maintain a fully-accurate record of all of my time and, in turn, the AM/Supervisor would be able to see these markings whenever she chose to review my time.
They asked who had given me permission to do this. I stated that nobody had given me permission; why did I need permission to keep a record of my own time? They informed me that I had actually been using a “Labor Track” system and had been self-labor tracking; something that others before me had done to cover up for errors and were, subsequently, terminated. I stated that I was fully unaware of this being the Labor Track system and that I was modifying actual documentation. I wondered why I would even have access to such a thing? They had me write a statement because this would need to be “investigated”. In short, I said what I said above at #1-3.
The next afternoon, the same two people called me down again and I was terminated because I had "falsified personnel or other company documents". I asked a couple of questions:
Why didn’t anyone tell me I was doing something improper for those 25 days? “We only noticed it yesterday (11/2).”
Why do I have access to this? “In case you need to make changes to your entries.” But, I’m not allowed to do that. “It is what it is.”
(The HR BP asked…) “What did you think Labor Track was then?” I scan my badge with a supervisor and that tells the Time Management software [the kind that I punch in and punch out of] that I am OK. Nothing like this. So, it doesn’t matter at all that I’m an honest person and I told you why I was using that page? The minute I wrote that statement, I was done? “Well, we had to investigate.” What? Why? “Bob? Look. Your AM/Supervisor came to you with a Time Off Task concern. The next day you started self-labor tracking to cover-up for yourself. There’s no other way to look at it. It is what it is, Bob.”
My question here is, generally, is there nothing to be said for the fact that I was shown how to use this system but not told I shouldn't use it? Did this person hand me a rope and let me hang myself with it?
On Thursday, November 2, 2017, I was called to a meeting with an HR Business Partner and my Area Manager/Supervisor. I was asked to explain my use of an onscreen, time analysis page that has (to the best of my knowledge) always been available to me at my permissions level. I explained that my AM/Supervisor had reviewed this page with me while discussing Time Off Task on the afternoon of Friday, October 6, 2017. She explained how each color indicated a different status. Further, she demonstrated how changes could be made with a mouse click. Beginning on Monday, October 9, 2017, I utilized this time analysis page to mark anytime that I was not at my workstation and why. I was able to maintain a fully-accurate record of all of my time and, in turn, the AM/Supervisor would be able to see these markings whenever she chose to review my time.
They asked who had given me permission to do this. I stated that nobody had given me permission; why did I need permission to keep a record of my own time? They informed me that I had actually been using a “Labor Track” system and had been self-labor tracking; something that others before me had done to cover up for errors and were, subsequently, terminated. I stated that I was fully unaware of this being the Labor Track system and that I was modifying actual documentation. I wondered why I would even have access to such a thing? They had me write a statement because this would need to be “investigated”. In short, I said what I said above at #1-3.
The next afternoon, the same two people called me down again and I was terminated because I had "falsified personnel or other company documents". I asked a couple of questions:
Why didn’t anyone tell me I was doing something improper for those 25 days? “We only noticed it yesterday (11/2).”
Why do I have access to this? “In case you need to make changes to your entries.” But, I’m not allowed to do that. “It is what it is.”
(The HR BP asked…) “What did you think Labor Track was then?” I scan my badge with a supervisor and that tells the Time Management software [the kind that I punch in and punch out of] that I am OK. Nothing like this. So, it doesn’t matter at all that I’m an honest person and I told you why I was using that page? The minute I wrote that statement, I was done? “Well, we had to investigate.” What? Why? “Bob? Look. Your AM/Supervisor came to you with a Time Off Task concern. The next day you started self-labor tracking to cover-up for yourself. There’s no other way to look at it. It is what it is, Bob.”
My question here is, generally, is there nothing to be said for the fact that I was shown how to use this system but not told I shouldn't use it? Did this person hand me a rope and let me hang myself with it?
