The Overtime Log
You are a team leader in a border enforcement unit. Your team of six officers processes incoming travellers at a small regional airport. The airport has seen a 30% increase in arrivals over the past month due to a new flight route. Your unit is under pressure to clear passengers quickly to avoid delays. One evening, you notice that Officer Chen, a reliable team member, has been logging overtime hours that do not match the actual time she spent at the airport. When you quietly ask her about it, she admits that she has been adding an extra 30 minutes to her timesheet each shift for the past two weeks. She says she has been staying late to finish paperwork but forgot to log it initially, and then 'just added it later.' She is a single mother and says she is struggling financially. She promises to stop and asks you not to report it. You know that falsifying timesheets is a serious breach of integrity. However, you also value her work and understand her personal difficulties. The unit is already short-staffed, and losing her would put more strain on the team.
1. What should you do about Officer Chen's timesheet falsification? Explain your reasoning.
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The correct action is to report the matter through the proper channels, while offering support. Falsifying timesheets is a clear integrity violation that undermines trust and public funds. Even though Chen has personal difficulties, allowing the behaviour to continue or covering it up would set a precedent and compromise your own integrity. You should inform your supervisor or HR, following the organisation's procedures. Simultaneously, you can show empathy by discussing support options, such as employee assistance programs or flexible work arrangements, and by acknowledging her good work. This balances accountability with support, and maintains the team's integrity.
2. How would you handle the conversation with Officer Chen to ensure fairness and maintain trust?
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The conversation should be private, respectful, and clear. Start by acknowledging her contributions and expressing concern. Explain that you have a duty to report the matter, but that you will also advocate for support. Listen to her explanation, but do not promise confidentiality that you cannot keep. Emphasise that the organisation has processes to handle such issues fairly and that she will have an opportunity to provide her side. Avoid being judgmental, but be firm about the standards expected. This approach treats her with dignity while upholding the rules.