Clearly, you’ve never had a real job since almost any company from mid-sized up is likely to have in place a system for not only allowing anonymous reporting of ethics violations but actively encouraging it with toll-free reporting hotlines and everything. I feel sorry for the people working for you who are either getting screwed by other employees because no one will report them or are ware of such a situation and wants to put it right but can’t because you’re a lousy boss.
A bank will have an internal audit department and most likely an ethics hotline. Reporting this should be VERY easy with a bank without doing anything more than making a phone call. However, I’m shocked that any bank would have handwritten timecards for part time employees - makes me wonder about their control systems. If I were their external auditor, that would create red flags. And yes, a bank’s internal audit department IS going to care, not only because of the loss in payroll, but because a bank has significantly larger and more cumbersome audit issues - something stupid and small like cheating on timecards can quickly mean a much larger audit.
Except for management. As a small business owner, if an employee brings something to my attention that improves my bottom line, I reward that employee.
As an employer, my view is that workers shouldn’t be scoping out other workers’ time sheets. We use a time clock. It saves trouble in the end.
We have only 5 or 6 employees, though, so it’s easy to keep track of things. As for workers complaining about other workers, it’s not that simple to say “it’s a good idea” or not. One new employee kept “mentioning” how little work the others were doing and within the month SHE got fired, she was just a shit disturber who spent more time yapping than working. OTOH, we were glad to be told that one of the men was smoking dope on the job. I worked it out so that I caught him at it, and he couldn’t blame any of his fellow workers.
I guess what it comes down to is that unless it’s something serious, don’t tell. The employer will catch on and I, as an employer, would not blame any other employee for NOT telling - unless I knew there was collusion in cheating.
Have I never had a real job, or am I the boss? I’m going to need you to pick one.
A system in which anyone can anonymously accuse anyone else of anything they like is a seriously fucked up system. Any mid-sized up company that uses this system is likely to have enough petty, bitter clock-punchers that it would require someone’s full-time job to be investigating spurious claims. What kind of management would encourage people to spend their time spying on their coworkers? Don’t these people have any friggin’ *work * to do? The only jobs I’ve ever had that actually assumed the untrustworthiness of employees and encouraged them to rat each other out were crappy retail jobs when I was a kid.
And there’s no need to feel bad for the people who work for me. They’re welcome to come to me with any problem. All I ask is that they be grownups about it.
Honestly, I can’t say that I’d tell because I do know there are a lot of people who would consider ME the bad guy. Having said that, you do realize that you not only come off ridiculous with your chest puffing bravado but that you also contradict yourself with the link above when you where angry about the RSVP thing, right? Make up your mind, do you want people to give you a heads up or don’t you?
Grownups report problems like this to their bosses.
For pete’s sake, can’t we just get that poor woman some white-out?
Not anonymously.
I wonder if the “mind your own business” thing cuts both ways. That is, if I discovered that management was lying to a coworker in a way that was defrauding the individual of compensation, should I just keep that information to myself? It doesn’t affect me personally (in fact, it affects me even less than the situation presented in the OP), so it seems like that’s what people are saying.
And there we have it, right Q.E.D?
We’re all children?
I personally look out for myself first, and others afterwards. Really it would depend on how much said employer had done to me. You have to earn my loyalty. I’ve had great bosses to whom I’ve played host when they were in town and let them stay over. I’d do all kinds of stuff for my good employers because they had either helped me out when I needed it, or gave me a job when they didn’t have to etc. On the other hand I’ve had some very shitty bosses who I won’t lift a finger to help. It all depends on your relationship with your employer. At best an employer can be a good friend, and at worst, can be someone who pays you to do a task and nothing more. I don’t think ratting out co-workers is a part of the job description. Why should I risk my relationships for someone who treats me and all employees like garbage?
ETA:
ed, I’d agree that it does go both ways. If management lied to employee B and said we were all making 15 dollars an hour when we really make 20 then I wouldn’t feel it is my business to let employee B know that. That’s between him and management. I also wouldn’t lie about it either if directly asked. Relations with management, for me, are between myself and management. I don’t want to talk about anyone else, nor do I want anyone else talking about me with management
Why would you work for someone who treats you like garbage?
Missed the edit window, but tried:
I don’t mean that in a nasty way, honest. 
Let the record show that Q.E.D. was responding to a statement by DianaG that was at a similar level of suggesting the opposition weren’t grownups.
Crap, that doesn’t count as tattling, does it?
For the MYOB crowd:
I’d like to know if you have some certain threshold that must be crossed before you would report. A certain dollar value? An item with a certain value? Or maybe it has nothing to do with that…maybe it’s the position the employee holds that determines whether you report or not? Does the entry level employee allowed a free pass while the supervisor is subject to more scrutiny…or vice versa? Does it depend on how well you work with that person or being a friend of that person or only out of spite of an employee viewed as a threat or enemy?
What scruples have you?
Do you think that people who have embezzled and bankrupted businesses should be the only ones to be reported? Do you think these embezzlers started their stealing only as executives of companies, or when started little and became emboldened as time went on? If there was an employee in your company…let’s call him Charles Keating…and he was adding an extra hour each day on his timesheet. Since you’ve declared this as “MYOB”, what would you do if he added and extra hour next month? Then next month he worked one hour less each day but kept the extra hours? What would you do/say if he somehow got promoted to supervisor? Would you say anything then? Would you be a credible employee if you waited this long before you reported them, or would you just keep quiet, assuming that he will get caught one day? What if Mr. Keating was able to keep this under the radar until someone discovered that the losses incurred by his actions bankrupted the company where you would lose your job, benefits and other tangible assets?
Where does MYOB stop and reporting him begins for you?
I work at a company with $20 billion in revenue and an aggressively-promoted anonymous reporting mechanism.
It’s true! No one likes a tattle tale!
What if it’s something outright fraudulent? Let’s say the manager is pocketing an employee’s life insurance premium, deducting it from the check and walking off with the difference. I’m having a hard time accepting that the same number of people would jump in to tell someone to “mind their own business” if they found evidence of this sort of thing.
This whole attitude is really the corporate version of “stop snitchin”.
Here’s something else to consider. A lot of people are claiming that “this doesn’t concern” the OP directly. This is absurd, even for a large company where the lost revenue doesn’t amount to much. When coworkers engage in behavior that takes advantage of the employer in fraudulent ways, everyone who works with that person can suffer as policies are put in place and enforced to try and prevent it in the future. As they say, “this is why we can’t have nice things”. If my employee handbook says (as many do, especially banks) that I’m expected to report ethics violations, and I don’t do that, I can’t really complain when the screws are tightened on everyone as a result.
Update:
Trust me when I say I am not “spying” on other employees. The only reason I knew about this is because I accidentally wrote my hours on her line so when she went to write hers down she said “hey, FloatyGimpy, you wrote your hours in my spot”. So that’s when I looked at both of our hours because she was standing there, pointing to it.
Today, I went to write my hours down and she had used white out to fix every day for the week and put in the correct hours.
So while I am glad that I didn’t say anything, I do disagree with the “don’t be a tattletale” group. To me, going up to my boss and whining to her that “sally took a pen” is being a tattletale. Letting someone know that an employee is stealing from them, is not being a tattletale.
But it doesn’t matter anyway as the problem is solved!
I did enjoy getting such differing opinions.
What happened?