S
shadowcop
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What is the name of your state?What is the name of your state?What is the name of your state?What is the name of your state?Arizona
I'm not sure if I posted on this forum but I could not find the thread so I'm sorry if this is a repeat.
If I work overtime I claim it on my Positive Attendance Report (PAR) under the rules of my employer and the FLSA. The problem is my employer changes my time on my PAR before it is submitted. In the past he just marked the time out. When myself and other employees told him that under FLSA regulation and the Department's own policy we are allowed to claim this time my supervisor changed the way he made sure we didn't get paid overtime. Now he writes on our PARs that we were "flexed out", let off early, to compensate for our overtime. I can asure you that are we are not let off work early. On my latest PAR I claimed an hour an a half that I had worked after my eight hour shift. He made it looked like I had only worked forty hours that week by marking out the overtime and writing in that I was "flexed-out" at the end of the week. I have proof that I was never "flexed-out" during that pay week or the entire month. Also, on the day he said I was let off early I have undeniable proof that I was late leaving by over fifteen minutes. I would have claimed this time also, because we are docked for every minute we leave early, but on this day our Time Sheets (PARs) had already been turned in. I'm not sure how he thought I wouldn't catch on to this. If my time sheet had already been turned in the day before how was it he had it marked that I was "flexed-out" on the day after they were turned in?
When I aproached him about my inaccurate PAR he would not answer my question directly he just kept saying we are not authorized overtime. I completly understand that we can be punished for working overtime, however, my supervisor does not even allow us to claim it. I would love to be under disciplinary investigation for this. At this point it seems the only way the Department and my supervisor's actions will be found out. I have already went through my chain of command and they refuse to comment.
If I knew whether the way he changes our PARs is fraud or not then I could take this up the chain of command and solve this informally like we all want.
Any Help in this area would be appreciated. If it might be fraud could you please let me know some place to get more info.
P.S. My Union Rep and a couple of their lawyers asure me that if I loose my job for tring to claim overtime due to me then, they will get my job back. So, I'm not too worried about being fired for making them obey federal regulations and their own policies. I'm not sure I believe that but even if they can't get me my job back there are enough reasons for me not to want to work there anyway.
I'm not sure if I posted on this forum but I could not find the thread so I'm sorry if this is a repeat.
If I work overtime I claim it on my Positive Attendance Report (PAR) under the rules of my employer and the FLSA. The problem is my employer changes my time on my PAR before it is submitted. In the past he just marked the time out. When myself and other employees told him that under FLSA regulation and the Department's own policy we are allowed to claim this time my supervisor changed the way he made sure we didn't get paid overtime. Now he writes on our PARs that we were "flexed out", let off early, to compensate for our overtime. I can asure you that are we are not let off work early. On my latest PAR I claimed an hour an a half that I had worked after my eight hour shift. He made it looked like I had only worked forty hours that week by marking out the overtime and writing in that I was "flexed-out" at the end of the week. I have proof that I was never "flexed-out" during that pay week or the entire month. Also, on the day he said I was let off early I have undeniable proof that I was late leaving by over fifteen minutes. I would have claimed this time also, because we are docked for every minute we leave early, but on this day our Time Sheets (PARs) had already been turned in. I'm not sure how he thought I wouldn't catch on to this. If my time sheet had already been turned in the day before how was it he had it marked that I was "flexed-out" on the day after they were turned in?
When I aproached him about my inaccurate PAR he would not answer my question directly he just kept saying we are not authorized overtime. I completly understand that we can be punished for working overtime, however, my supervisor does not even allow us to claim it. I would love to be under disciplinary investigation for this. At this point it seems the only way the Department and my supervisor's actions will be found out. I have already went through my chain of command and they refuse to comment.
If I knew whether the way he changes our PARs is fraud or not then I could take this up the chain of command and solve this informally like we all want.
Any Help in this area would be appreciated. If it might be fraud could you please let me know some place to get more info.
P.S. My Union Rep and a couple of their lawyers asure me that if I loose my job for tring to claim overtime due to me then, they will get my job back. So, I'm not too worried about being fired for making them obey federal regulations and their own policies. I'm not sure I believe that but even if they can't get me my job back there are enough reasons for me not to want to work there anyway.
