HR Perspective Requested: How Would You View This Hybrid Work Policy Situation? [NY]
I’m looking for an objective HR/Employee Relations perspective on a situation involving a hybrid work policy. I’m not looking for legal advice or validation—just how experienced HR professionals would evaluate the facts.
An employee was responsible for submitting weekly records documenting their in-office and remote workdays. The records were often not completed contemporaneously. Instead, they were frequently reconstructed later from memory—sometimes only a week later, and other times after several weeks had passed.
As a result, several of the reconstructed entries were inaccurate. There is no evidence that the employee intentionally tried to obtain a benefit they weren’t entitled to, conceal another issue, or work fewer required in-office days. Rather, the inaccuracies appear to have resulted from relying on memory instead of maintaining accurate contemporaneous records.
Assume the employee fully acknowledges that reconstructing the records was a mistake, takes responsibility for the inaccuracies, and can identify several examples that fit this same pattern of delayed reconstruction. Further, they agree to keep contemporaneous records going forward.
From an HR/Employee Relations standpoint:
How would you assess the distinction (if any) between intentional falsification and negligent recordkeeping?
Would the explanation that the records were reconstructed from memory be viewed as credible, or would it generally be met with skepticism?
What factors would you consider when determining the appropriate outcome?
If you were conducting the investigation, what additional questions would you want answered before reaching a conclusion?
I’m especially interested in responses from HR, Employee Relations, compliance, or workplace investigations professionals who have handled similar situations. Thank you for your perspective.
Edit: to clarify the time reporting goes in tandem with a hybrid work policy that requires three on-site days and two remote working days. This lead to inconsistencies with what was reported by the employee when compared to their physical location badging.