Employees must accurately report hours worked on timesheets. Supervisors must certify that the hours worked are correct. Our policy is to immediately and permanently terminate employees who falsify timesheets.
This violates State and federal law. The employee may be charged with forgery and petit larceny, one count for each timesheet. These are misdemeanor charges. If the pay illegally obtained is large enough, a felony charge of grand larceny may also be made.
Supervisors should keep in mind that their signature on the timesheet attests to their knowledge of and confirmation of hours worked.
To allow employees to perform their civic duty without penalty, an employee may report for jury duty or as a witness in a court or quasi-judicial matter without charge to leave credits, provided the employee is not a party to the action.
A supervisor may request satisfactory proof that the employee's presence is required for such purposes. In addition, the employee must provide a record of jury duty attendance from the court for each individual day of attendance and attach this documentation to their timesheet.
Employees should generally be required to report for duty in their agencies at all times when their attendance for court or jury purposes is not required. However, employees who have devoted a full day to jury duty or a court appearance, and who are scheduled to work a full shift other than the regular day shift will be granted leave with pay for the scheduled shift. The supervisor may opt to reschedule the employee to the day shift for the duration of the jury duty or court assignment. The supervisor is required to reschedule shifts, wherever practicable, for employees in the Operational, Institutional, and Administrative Services Units. Under no circumstances may an employee be granted compensatory time off in lieu of ordered appearance and jury duty attendance on a pass day, a Saturday, Sunday or holiday.