Report I2011-1 Recommendations

Take appropriate corrective action against the senior transportation planner for neglecting his duty to supervise the transportation planner.

Institute training to ensure that all Caltrans employees are aware of the requirement that all overtime work be preapproved.

Establish controls to ensure that Caltrans' telecommuting agreements are reviewed and renewed annually in order for an employee to be allowed to continue telecommuting.

Revise Caltrans' telecommuting policy to require that employees participating in the telecommuting program provide regular documentation of the work they perform away from the office.

Continue to monitor the time-reporting practices of the official and his staff.

Fish and Wildlife should follow the guidelines established in state regulations and initiate repayment from the manager for the costs associated with the misuse of the state vehicle.

Fish and Wildlife should seek recovery of the $595 in lodging and meal reimbursements that were paid to the employee.

Fish and Wildlife should provide training to the manager and the employee about state rules for the payment of employee travel expenses.

Take appropriate disciplinary action against the manager for directing the misuse of a state vehicle.

Evaluate the need for the senior official's position.

If Mental Health determines that the senior official's position can provide a benefit to the State, clarify the job duties associated with the position and increase oversight of the position's activities to ensure that the State receives material benefits from the activities.

Evaluate the senior official's workdays during the past three years to determine whether the senior official should have charged leave on workdays that he claimed to have worked but actually devoted himself to nonstate activities.

Require the senior official to use leave for workdays on which he did not actually perform work for the State or to repay the State the amount of salary he received for those days.

Corrections should establish a system for monitoring whether psychology staff at the correctional facility, including the chief psychologist, are working during specified hours of duty.

Take appropriate disciplinary action against the chief psychologist for misusing state resources.

Require psychology staff at the correctional facility, including the chief psychologist, to specify hours of duty.

Seek reimbursement from the employee for the wages she did not earn.

Take appropriate disciplinary action against the supervisor.

Provide training to the supervisor on proper time-reporting and supervisory requirements.

Recover the amount it improperly paid the retiring employee for unused annual leave hours. If it is unable to recover any or all of this reimbursement, the Energy Commission should explain and document its reasons for not obtaining recovery of the funds.

Take appropriate disciplinary action against the personnel specialist for making unauthorized changes to the retiring employee's leave balances.

Monitor the personnel specialist's payroll and leave balance transactions to ensure that she follows Energy Commission policies.

Provide training to employees responsible for managing leave balance and time-sheet transactions to ensure that they understand the Energy Commission's policies for safeguarding their accuracy and respecting the limitations on the use of sick leave for family member illness as specified by the law and applicable collective bargaining agreements.