Taking Lunches, Not Clocking Out

[kelbel]

At my facility, we are having a problem with almost everyone in the facility going to lunch but not clocking out. It it were just the CMT or CNA's, we could make the nurses responsible. However, many of the nurses are not taking the time to walk to the timeclock. They simply fill out the board saying they forgot to clock out or they did not have time to get to the timeclock, but did eat. It also happens that people clock out but "forget" to clock back in, leading me to beleive that lunch is taking longer then 30 minutes. If this was occasional, I could understand but we have people doing it EVERY shift. How do we enforce this in order to cover ourselves with the Dept of Labor. My superiors want a firm answer to help put an end to all of this! Payroll is a nightmare trying to read the punch details!! Any suggestions welcome!:angryfire:angryfire:angryfire

[NickiLaughs, ADN, BSN, RN]

Chantel, it depends on your state. I was doing this in California, clocking out even though I could not leave the floor being the only licensed person. After I left that position, I found out people were getting paid for lunches due to state laws. I missed out on pay of a 1/2 hour of OT 5 days a week for 4 months...ugh

[truern]

We don't clock out for breaks or lunch. Lunch is automatically deducted from the timecard.

I always clock in early because we use another department's time clock. I was told it's not a problem, but I guess I'll find out with my first paycheck :)

[VU RN BSN]

caroladybelle ~ thankyou!! :)

i couldn't have said it better myself!

everything you said there is soo very true.

[Kooky Korky, BSN, RN]

Have a written policy stating what is the correct procedure. Make everyone sign for having received a copy of it. When someone violates the policy, do a counseling. Next violation, another counseling and a warning that a third violation within a certain time frame will result in a week's unpaid suspension. At the 3rd violation, carry out the threat of suspension and let them know that a 4th violation will result in termination. When the 4th happens, fire the person. you'll only have to do it once or twice for people to start complying. Make review of this policy a required annual inservice.

If staff don't want to play by your rules, you are entitled to discipline them.

I hope it goes well. you might want to consider being somewhat lenient on this, keeping in mind all the times the staff suffer to make the facility stay afloat. Or not.

[pussycat66]

Have a written policy stating what is the correct procedure. Make everyone sign for having received a copy of it. When someone violates the policy, do a counseling. Next violation, another counseling and a warning that a third violation within a certain time frame will result in a week's unpaid suspension. At the 3rd violation, carry out the threat of suspension and let them know that a 4th violation will result in termination. When the 4th happens, fire the person. you'll only have to do it once or twice for people to start complying. Make review of this policy a required annual inservice.

If staff don't want to play by your rules, you are entitled to discipline them.

I hope it goes well. you might want to consider being somewhat lenient on this, keeping in mind all the times the staff suffer to make the facility stay afloat. Or not.

words fail me!

[Kooky Korky, BSN, RN]

words fail me!

Please try to say what's on your mind.

I was just responding to her question. There really is no other way that I can think of. She either means business or she doesn't. I thought she did, so gave her my best advice. She can take it or leave it. Sadly, it seems her staff give her the choice of either accepting their behavior or resorting to a tough policy to change them.