Q. "A longtime employee forged a timesheet. We've terminated others for this. Do we have to do the same?"

Answer:

Yes, otherwise you leave yourself open to significant risk. This is a tricky situation many ministries face: balancing the need for consistent policies with the desire to show grace. There isn’t a law that says you “must” fire the employee, but before you make an exception, here are four important factors to consider:

1. Consistency

   If you don’t apply your policies consistently, you open yourself up to potential discrimination claims. Inconsistent discipline can also hurt morale and ultimately culture.
   
   

2. Documentation

   If you make an exception, clearly document why (i.e., "This employee has a long history of excellent work, which sets them apart from previous cases,).
   
   

3. Policy

   Review policies and procedures. Are they clear, current, and being applied consistently? If not, review and adjust as needed.
   
   

4. Communication

   Reiterate the policy to all staff. Make sure all employees understand how serious timesheet forgery is and what the consequences are.

Inconsistent HR practices can create major problems for your ministry. Make sure your practices are both fair and compliant.

Ensure you’ve built a solid foundation of fairness and compliance with an HR Audit.