I can't seem to comment on my previous post, so am commenting here:
07th Apr 2021 20:55
"... one of our employees who - although having agreed to be flexi-furloughed - stated that he'd worked no hours. The furlough claims were prepared on this basis."
It's not just down to the individual employee to tell you what hours he's worked. What does the Flexi-furlough Agreement with this employee say about his furloughed and his working hours? You do have such an Agreement don't you?
"He's pi$$ing me off - how should I deal with this?"
Whoah ... why so much antagonism? Has anyone explained to him the concept of what constitutes 'working' (even if, for instance, the shop is closed)? Where do you sit in the hierarchy (his boss, co-worker, etc)?
"he'd at the very least spent an hour or two each month dealing with emails and a bit of admin."
Whilst this may mean making an adjustment to CJRS claims, it's hardly a 'material' issue or indeed a hanging offence. Is there something else you're not telling us?"
What do you think I may not be telling you?
I'm a co-worker, the company accountant. I am not his boss, and I do not instruct him in any way. I have though explained to him what constitutes working for the purposes of CJRS.
My employer did put in place a flexi-furlough agreement, which states that he will be instructed to work part-time as the business requires, and will be furloughed for the remainder of the time.
Of course a few hours is not a massive deal to get worked up about, but is it that bad an idea to take a zero-tolerance approach? Continually turning a blind eye to a few hours here and there across the furloughed workforce and over many months does add up.
Plus, irrespective of what the employee has been instructed to do in accordance with the flexi-furlough agreement, if I find out that they've done additional hours off their own initiative (perhaps coming in for an extra day to complete a task), I'm not claiming it.
(Plus it's not always possible to know in advance how much time is required to complete the work required, so to expect the employer to always instruct an exact number of hours in advance is unrealistic. Surely asking employees to keep timesheets and provide these at the end of the claim period is a reasonable approach.)