NM altering my timecard - how do I approach her?

3Angels · Jul 17, 2008

Sorry to hear this is happening. If your hospital has the capability for you to look at your time on the computer and print it you may want to start doing that and then approach with print out in hand. If not then keep very close track of your time and approach the unit manager with paper in hand tell them that you don't know if it a glitch in the clock or what but this is whats happening. That will give them a "easy out" but also a heads up that you are watching your time. GOOD LUCK!!

:saint: :saint: :saint:

suanna · Jul 17, 2008

Although our hospital dosen't alter peoples clocked time, they will dicipline you including suspension if you clock out >6min late frequently. If you need to stay over due to unforseen events you must notify the supervisor to get approval for the overtime, otherwise it carries the same pentalty as clocking in late.

widi96 · Jul 17, 2008

I don't completely understand it, but our time clock automatically does something like that too, except it goes both ways. If you clock in before a certain time, you are credited for that 15 min block of time, if it is after a certain time, you do not get credit for that 15 min block of time. So theoretically you can gain or lose about 7-8 minutes at the start and end of shift.

I don't know the exact time, but here is a kind of example . .

Clock in at 6:35 - get paid from 6:30 forward

Clock in at 6:40 - get paid from 6:45 forward

It's all broken down into 15 min. intervals.

Oh, and we don't get overtime unless we work more than 40 hrs a week, doesn't matter how many hours in one day.

kukukajoo, LPN · Jul 17, 2008

I just started a job recently and my Director told me to watch OT on my card. Since I am in training, there is really no reason for OT to accrue or be justified. There is plenty of room for legit OT but not now.

I think my time was adjusted once for 15 min, but no big deal as it was peanuts compared to the training and opportunity I have in front of me and could have been a punch mistake anyhow since we have a new clocking in system.

The place is amazing with strong nursing leadership that really treats nurses right. Heck they even gave me the day off paid on the day I took my NCLEX!

I do think your manager should be more forward with you and if the OT is a problem, needs to come to you and have that discussion with you directly, and not just adjust your time which isn't solving anything.

Tash4nvyblues, RN · Jul 17, 2008

In my job, if we stay back and it is a legitimate reason we are to notify our manager as soon as is practical. They will record this overtime for us for their own record. We then record this on our own time sheet. Our manager then signs everyones timesheet before sending them to payroll, and yes, they will change anything on the time sheet that is not correct, that is part of their duties. But in your defense, the manager should be approaching you at least letting you know what is happening with your timesheet. The manager should also be investigating why you need to work overtime every shift. Sorry if I sound harsh.

Batman24 · Jul 18, 2008

Do you have a copy of the timecards in quesytion. If yes. go to yourr NM with it and show her what transpired. She needs to know this is unacceptable and illegal. You need to be paid what you work. Another option is going to the payroll dept to show them the changes but I would start with the NM first as sh's the one who likely did it and needs to be sure she stops doing it. You can report them to the state if it continues. If they do it to you I bet they do it to others as well. Keep us posted.

llg, PhD, RN · Jul 18, 2008

Do NOT go to you manager with accusations. You should not make the assumption that she is doing anything wrong until your thoroughly understand what is happening. There may be some reasonable explanation for this and she deserves a chance to explain it to you. You would not want your manager to jumpt to such negative conclusions about your actions without investigating first ... so give her the same consideration.

Approach her seeking clarification and understanding. Ask her to explain the rules, how the time clock works, etc. Listen to what she has to say with an open mind. As I said, there might be a reasonable explanation.

If, after listening to what she has to say, you believe that something wrong is going on ... collect some evidence in a systematic way. Get a witness to your clocking out and compare the times, etc. When you have some concrete evidence of wrong-doing, then take a copy of it to the Human Resources Department or whoever else is appropriate for your institution. Then move up the chain of command as necessary until you get an appropriate explanation of the situation or a resolution.

If you start off the first conversation with your boss with accusations of criminal activity -- you can't expect it to go well.

ilstu99 · Jul 18, 2008

I would ask someone OTHER than your NM how that would be handled, or look up your facility's P/P regarding orientees/GN's and OT. Some facilities don't allow ANY type of "bonus pay" for someone on orientation....no holiday pay, no shift differential, no OT, no call, etc. Those are sometimes seen as "perks" of the fully-employed.

I can tell you that in my unit, using a "but I'm still learning, so I deserve OT pay" would be met with some....ummmm....resistance.

ICRN2008, BSN, RN · Jul 18, 2008

I agree with the above posters that in most places your manager must approve overtime.

Having spent some time on a scheduling committee, I can tell you that most automatic timeclock systems round to the nearest 6 minutes, 10 minutes, etc.

Rest assured that whenever anyone alters the records in any way, an audit trail is created. This means that there is a way for those with the highest authority to go into the system and see every time an entry was changed.

Companies can get into big trouble labor-law wise for not paying their employees for the full hours worked, especially if records are being fictitiously altered.

I think that it is best for now to go on the assumption that there are no irregularities or attempts to "cheat" you out of overtime. Go to your manager and just ask for verification of the clock-in and clock-out procedures. Ask her to go over your timesheet with you as an educational tool. But do not accuse her of anything!

puggy232 · Jul 18, 2008

The hospital I worked at started docking pay to class time 11.00 an hour vs time and half-which I don't believe is fair-but I also would see the same nurses shift after shift still charting at 930-1000 am this is night shift-I worked day. So okay nights must be really jumping but no when I worked nights, it was busy but I would see these same nurses not using time management, not charting assessments until 0600 etc. There are probably more then a few who work the system this way-I don't think it is right when there are truely reasons to stay over and then be paid at the classtime rate of 11.00,what did I stop being a nurse at 0735? Your facility probably has some policy in place to discourage these folks-it is all about the money honey-on their end the corporate end.

softstorms · Jul 18, 2008

FYI..where I work, all people on orientation are just that "on orientaion" They are not expected to stay over and finish work, the person orienting them is! This person will have to have any over-time they get "approved" by someone higher up than them. It is not that you are not being granted over-time pay...it is that you are not required to do any now. After orientation, you are usually granted a grace period of learning that they will accept over time for you to finish you work. After that, again, you will have to justify any overtime you do.