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I would definitely make sure you have eve try single convo documented, loop HR in, and have written warning through the company on this. He could sue the company for time theft. You need to protect yourself and your company as well as ensure he has a proper work life balance. He’s working off the clock not to “help the company out” there’s a root cause. Is there too much pressure on your team to hit numbers ? Is he afraid he can’t keep up within his allotted time? Does he see alternative methods to get the job done? Is he trying to help a coworker? Find the root cause. Be collaborative. Protect all involved.
My perspective is that it does in fact give him an advantage in meeting and exceeding his metrics. If others on your team or within the department are following the guidelines of not performing those tasks off the clock, and do them throughout the day, you would see a balance of metric driven work and those non metric tasks in their overall performance. Since he is only focusing on metric driven tasks during "working hours" that would in fact give him an unfair advantage over his peers. I also agree with documentation of those conversations along with protecting yourself and the company. At the company I work for currently, this is a termination offense if done more than once after being instructed not to do so, the rationale is not only the labor laws but that our raises and bonuses for employees is metrics driven and this is considered inflating those to receive higher pay over their peers. Just my thoughts 😀
Maybe it is the time he was brought up in! Maybe there could be a better understanding that said “boomer” may have come from an era where that was expected of him.or he absolutely is passionate about what he does and wants to do a good job. I see it as a generational gap…. You know how they say millennials don’t like to work? I don’t believe that is true. I just believe that people have different beliefs about work. Either way, to your question, is there any harm or violation that you see that intervention is needed?
Okay! I didn’t gather that from the initial post.
Mentor
He probably thinks he is smarter than you… can you tell him that this is the last warning before you go to HR? (If it’s ok to go to HR with this)
I wouldn’t jump to that conclusion based on the post alone - I’ve worked overtime in secret in a past role but it had nothing to do with me thinking I was smarter than someone. It was miserable but my boss was an absolute megalomaniac with no concept of how long tasks actually took to complete (he’d never done them himself and thought it was beneath him to even bother trying to understand). He’d harp on about the importance of work/life balance and signing off at 5, but then he’d blow up if 40 hours was not enough time to complete the workload. Our whole team was hourly and walked on eggshells, but he didn’t want to hear it when we’d ask for more resources. And HR? Not only did they know, but several people reported him for a variety of unacceptable behavior - nothing happened.
I’m not defending the guy in this post, just giving another perspective from my anecdotal experience. If he’s not being allotted enough time to reasonable do his job but thinks his employment is in jeopardy if he doesn’t …then that’s a problem that has to get resolved higher up the management chain.
Switch him to salary 😬
You need to bring it to hr. It's not right he doesn't get paid.
You referring to him as a “Boomer” already looks personal. He was born between 1946 and 1964. You’re going to end up getting sued if you target him and you have no proof. HR Employee Labor Relations not to mention your boss is going to flip it on you as a Supervisor that why does he feel need to do OT? They’re going to see him as an asset and you as liability….
I should have specified when I brought this to his attention he was the one who stated “oh I’m just a boomer and like to work”. But you’re right I should have worded that in a more professional manner.
I’m not forcing a high work load on him nor are we short staffed.
If he was working Overtime to get ahead that wouldn’t be an issue, the issue is he is continuing to do work after clocking out. Or logging in to do work on his off days and never punching in.
He is often working 3-4 hours unpaid. I don’t want any of my reps working for free just because I think that’s wrong they should be paid for their work. Plus it’s against our Attendance and Time Keeping Policy. In addition to a number of labor laws.
Maybe he's lonely and needs something to occupy his time.
This comment needs more attention. Honestly, he could be struggling with something on the home front and is choosing to spend more time working to cope. I get that he's violating the timekeeping policy, and perhaps there is a more positive and constructive way to have the conversation about how his actions to help the company can cause harm to it.
He may need a time management discussion and a communication from HR
I don’t think bringing up this persons age is appropriate, But I will say that boomers and gen x have a different work ethic and I’m sure he sincerely believes he is doing good.
Is he asking for compensation? Put it in writing that all over time must be approved and at this time you’re not approving any, counsel him in person first. If you take this to HR without showing proof of discussion a prior email or counseling etc this will backfire on you
He’s not asking for compensation. He’s just logging in after hours or on his days off “to get ahead on customer emails”. I’ve advised him if he needs more time or would like Overtime we can have a discussion. (All of these conversations have been documented). He’s let me know he just feels bad charging the company for trying to get ahead on emails. The behavior is only fixed for a few weeks after each coaching. Our company has a strict no work outside of working hours especially no work while not clocking in.
Maybe ask him what he is working on ? Ask if he has been assigned to much work or if he isn’t managing his time wisely. Counsel him and put him on a performance plan if necessary. You’re not looking at it from an outside or HR perspective…. If he’s doing that much OT it will eventually point back to you and your leadership or lack thereof …
Yes - punt to HR and let them deal with this. If he leaves the company - voluntarily or involuntarily - he can use this against the company and you, his manager, for unpaid wages.
I was about to ask whether their salaried or hourly (for my answer in the comment above) - idk if in a vacuum I’d consider this a boomer attitude, I’m in my 30s and I’m still working on the unsustainable and unhealthy importance of work ethic that was engrained in my head from childhood. Is there an actual shortage of headcount compared to work volume or a large backlog? Or is the “wanting to help the company” coming from a place of smugness?
Regardless, there can be serious ramifications for unpaid labor if he’s working off the clock. I would say explain that to him and make sure it’s in writing. Tell him that he cannot work overtime or off the clock without getting authorization from you, and if it happens again you’ll have no choice but to notify HR. For emphasis, say that he’s doing the polar opposite or helping the company by actively being a legal liability. If he still does it again, absolutely let HR know.
Mentor
He should be reporting time worked - otherwise it’s time fraud and people have been fired over it.
HR can have at it with the pay situation. They can figure out how to pay/not pay.
If he is regularly working that much off the clock, he need help with time management or his workload needs to be addressed. Or he needs some sort of accommodations.
This is one of the reasons for folks doing the quiet quiting and the lazy girl jobs. The roles are not correctly sized / paid for the number of hours that folks are putting in previously.
This is a difficult situation. His actions are a generational thing. It appears that he wants to do a good job and he may want to complete his tasks in the timeframe he’s comfortable with. He probably could be more efficient but for some reason chooses not to do that. Would you consider him a good and conscientious employee?
Honestly I don’t think I’d use either of those words to describe this employee unfortunately
Is he teleworking or have some other privilege you can tell him could be jeopardy because of the extra time he spends?
No, this whole team is remote already.
Why is it a problem for him to work off the clock?
It’s a liability
Mentor
100% HR needs brought in as this is a liability