Direct report lied - how to handle
My direct report is hybrid and has a written agreement to go into the office (one I don’t work at) once per week. They work with the other people in this office and we’ve discussed (and they have agreed) the value of being in-person regularly. However, it’s taken many further discussions and significant prodding to get them to go in, and excuses have become a pattern (sicknesses, family issues, car trouble, etc.). Recently, I asked them to document when they’ve been going in and after some initial pushback they gave a few dates. Badge data was later checked which showed that the employee hadn’t badged in on any of those dates (or badged in at all for over a month). I’m inclined to investigate this further and discuss with HR to possibly pull IT data to see when the last time their computer connected to the in-office network was (since presumably they could claim they “tailgated” behind someone to get into the office on all these dates and that’s why there’s no badge data).
If there turns out to be objective evidence that they lied about these dates they claim they went in, how would you handle this? It sounds relatively minor but seems like a major integrity issue. Is this grounds for a PIP or immediate termination, or am I overreacting?