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The best employee?
The hotel was in the midst of a busy banquet season and often hired temporary workers at an hourly wage to assist with operations. According to the hotel's policy, employees who left their posts after midnight were eligible for an additional transportation allowance.
Nancy had been working at the hotel for some time and was highly regarded by the hotel manager, Nick, due to her efficiency and diligence. In order to receive the additional transportation allowance, Nancy asked Nick if she could report her off hour at midnight even though she actually only worked until 11 p.m. Initially, Nick hesitated, but considering the difficulties in hiring within the hotel industry, he eventually decided to turn a blind eye to Nancy’s actions and signed off her attendance records to help her obtain the extra allowance.
Case Analysis
Nancy deliberately submitted false attendance records to her company with the intent to deceive her employer of wages. She might violate Section 9(3) of the Prevention of Bribery Ordinance or committed other fraudulent offences, as she intentionally used documents containing false information to mislead her employer. Even though Nick did not receive any advantages, he might also be guilty of conspiracy to defraud.
As a managerial staff, Nick has a responsibility to carry out his supervisory duties. Apart from performing his own duties, he should serve as a role model and set a good example for his subordinates. It is his duty to oversee the conduct and performance of his subordinates, ensuring their compliance with laws and regulations.
Employees should always remain vigilant and adopt a zero-tolerance stance toward corruption and unethical practices, and report to the ICAC and the company. If employees turn a blind eye or condone illegal behaviour, it not only tarnishes the corporate culture but also harms the company's interests.