Two or three months ago, I was pulled into a conversation with my manager about my badge scans. A report had just come out and they were holding everyone accountable if their average weekly scans didn't meet a certain threshold.
I was put on a documented coaching. I didn't question it because I admittedly was not making up in office days if I took PTO on those days and my manager was very relaxed about not coming into the office when we were sick. It came back to bite me, and I didn't feel like he had my back, but whatever, it's just a warning, I moved on. It's important to note that I wasn't given any details, I was just told "you aren't meeting the expected minimum" and was told what the minimum was.
Two weeks ago, I was called into his office again. This time, I was told I still had not been adhering to the in office expectation, so I was placed on a written corrective action, and I was told I wouldn't get a raise or a bonus at performance review time because I'd be a 2. No details given, just that I was still under the minimum.
BUT, I had started meticulously tracking my in office days since my documented coaching to make sure I met the 3 day in office expectation. In fact, I worked 5 days in the office on the weeks I was able to, just to make sure I wasn't at risk. By my calculation, I was averaging 4.125 days in the office over the last 2 months.
I did not sign the written CA and emailed my manager with my proof, to which he sent me a screenshot of the "report". The report was not even close to matching my time in the office. There were some weeks it was showing 0 badge scans, others showed 2, and never over 3. What's frustrating is I sit 3 desks away from my manager's office, and he has commented on the fact that "I am always in the office" yet he did not question the accuracy of this report he was given.
I literally had to argue with my manager and his manager to get them to request a new report directly from HR. It took 2 weeks and I finally was called back into his office recently and the written corrective action was rescinded. My report was 100% accurate.
I have 5 other peers, some in my department, some in others, in similar situations, but they did not track their in office days like I did, so they have no "proof" to push back on the report that their leadership was given. Some were put on a coaching, some on a CA, and one was placed on a final, but is adamant that she was meeting the expectations since the last conversation she had with her direct leader.
This is a ticking time bo-b. If HCSC is putting people on corrective action because of inaccurate badge scan reports, then there's surely some legal recourse if it has material consequences (like not getting a raise or being limited to promotions for a year), or, god forbid someone was terminated because of this.
My point - if you have been pulled into a conversation about your badge scan report, regardless of if you are being put on a warning or a written, don't trust the data. Question it, push back, request a secondary review by HR. I really don't think leadership cares enough to validate these reports before escalating to some sort of corrective action, and, at least my leadership, didn't seem to think it was a big enough issue to look into it outside of my specific case, probably because I had the receipts to back up my claim.
Not sure if anything more can come of this from a legal standpoint, but please question the accuracy of these things. My guess is they are using this as a way to prune the workforce to either avoid or reduce a widespread layoff, but don't let them do it easily.