It’s not enough to impartially and equitably uphold your formal rules. Even unwritten rules require fair and evenhanded enforcement.
Before disciplining an employee who says she did what she did because her supervisor told her it was OK, make sure others following the same informal rule were treated the same. If you fire or demote one, you must fire or demote the other.
Recent case: Michelle was a public information officer for the Texas Department of Criminal Justice. Her supervisor told her informally that because she was an exempt employee, she could adjust her hours as needed as long as she worked at least 40 hours per week and responded to press and other inquiries whenever needed.
Michelle always noted on her time sheets that she was in the office for 40 hours per week unless she was on vacation or other leave. She did not note any after-hours work.
After her boss retired, Michelle was promoted. Then one of her sub...(register to read more)