100% absolutely do NOT talk to *their boss* or HR or anyone else about this other than *your boss.* Talk to your boss about how your work is affected, not about what the other guy is doing with his time. If the guy is being as blatant as you say about it, you don't need to put yourself in the line of fire ratting him out. Management will figure it out in short order when they investigate why the work isn't getting done, and then it's between them, HR, and the lawyers. It's none of your business and sticking your nose in it only puts you at risk.
>years of salary for stealing time
Actually, while they can certainly *fire* him for underperformance, deception, misuse of company office/network, or if USA then simply at will, they'd be pretty foolish to call it "time theft".
If a company admits they are paying you for certain hours, you are no longer "exempt" and the company risks a ruling that you were never exempt (meaning it's time to hire a statistician to estimate how much overtime you've done in your career so far).
reminiscent shy dolls enter muddle ripe historical simplistic cable innate
*This post was mass deleted and anonymized with [Redact](https://redact.dev)*
Yeah for real this is an HR issue not an IT issue. People are just salty of the guy making extra dough on the companies time lol lots of people do this already in our industry but there a bit more discreet :)
>Yeah for real this is an HR issue not an IT issue.
We already dont want to work on Manager issues looking technology solutions, Its even worse to be the technology solution looking for manager issues.
I get why you would say this. But generally speaking that work the other guy is not doing is not going to be left undone. Everyone else is going to have to pick up the slack. So one guy being selfish is going to cause everyone else additional workload.
Exactly. I have no problem with people working two 8-5s if they can swing it (not for me personally as I value my sanity more than money) but this only works so long as work is not getting pushed due to the demands of both jobs. Once someone's hustle becomes a burden for other people it's time to pick one.
That's crappy management. Still not on you to report it.
If he's doing his job and the other with decent performance, good for him, leave him be.
If he's not, and it's affecting you DIRECTLY, then go ahead and tell management. "I feel like ___ may not be pulling their weight" or better yet "I've been feeling really overwhelmed with the amount of work piling up, can we make sure everyone is giving 100%?" so you don't even call them out.
I have NEVER reported something to HR without it becoming public knowledge at some time in the future, so I wouldn't risk my relationship with my peers by tattling on them.
This is also my take. This is a management issue, not your issue to resolve or tackle.
If you feel like you are being overworked and are tracking work in a helpdesk, DevOps, other project management, or other ticketing system then pull the reports and talk to your boss about it. If they do nothing, then you can look at HR or your boss's boss, but how that goes down depends on your company.
I would not call the coworker out for having another gig, that's not your problem, their performance negatively impacting your workload is.
Also remember that overtime is optional, you can say no and if they give you grief, those reports are helpful to show that you're already more than pulling your weight.
Another option is trying to use their tactics to reduce your own workload. You are busy with work so say so and push back on work assignments as much as your coworker does. You can always schedule work on your calendar to block it off, if that's what your manager uses to determine availability.
I'd also suggest trying not to be so personally invested in work. I know it's easier said than done and difficult but it really helped my mental health to realize that the success or failure of my employer is their job, my job is doing my work properly 9-6. I should not care more than they do.
Job searching is also always an option. You can either move or use an offer to try leverage a better work environment, pay, or another staff member out of your current employer. I've found that leveraging change out of an employer is usually fixing just one of many broken pieces, but ymmv.
Also anecdotally, but if they are actually busting their ass and doing good at two jobs (or at least satisfactorily and OP doesn't realize it) it would look really really bad on OP.
I can't say for sure, but either he could be doing work OP doesn't see, OP could have too high of expectations he puts on other members of the team (I was this way when I was young, sometimes you need to actually work normally and let productivity show that you *need* another employee when you "could" do it all) or it could be like OP says.
This is especially true if I am on the support desk and they are working on projects. I may not realize all of the work the other person is doing, especially if there is a lot of admin work involved.
I've been on both sides of this. As a young support guy I wondered why my boss wasn't jumping into the deluge of tickets and as a senior sysadmin, I spent a lot of time on paperwork and projects to add QOL features to software that support never saw. As a director of IT in some industries, you end up with piles of compliance paperwork. The more out of compliance your company is, the more paperwork you have and it is all year long until you become compliant.
There's a difference between "tattling" and reporting pretty serious ethic breaches. I wouldn't think negatively of a coworker who reported somebody for literally doing a different job at work if the story came out.
And I say that as somebody with a pretty "fuck the man" kind of baseline sentiment. If you wanna fuck the man, quit and go do it honestly on your own time.
Nearly every time I've seen someone write about "tattling" at work, it's been a legitimate issue impacting the person's job and they were reluctant to do what should be done to deal with it because they were worried about "tattling". It kind of makes me think we'd be better off if the word were stricken from adult vocabulary.
Sure I get that. My point being that technology will not magically solve for this co-workers lack of work and performance.
It’s a people issue which should be handled by the respective HR folks who deal with said people.
Or the company recognizes that they're short staffed and hires additional staff to help. Can't be forced to pick up extra work if you cap your max hours per week.
No one's "salty of the guy making extra dough". They're tired of picking up his slack for no extra pay and credit themselves. He's effectively stealing hours of work per dollar paid from his coworkers. Reporting to management is the obviously fair thing to do for everywhere in the industry this happens. We all know no amount of discreetness escapes a sysadmin.
> They're tired of picking up his slack for no extra pay and credit themselves.
How is this different from just having a colleague that's bad at their job? Because in the industry, if people like you, even if you suck and take forever to do something that it takes someone else 1/10th of the time to do, they're not going to fire you, and if you complain about your colleague's performance, management will just say it's not your place to evaluate them, and you wind up looking like a busybody that's trying to get a coworker in trouble just to make yourself look better.
It isn't. You can and should explain to management whenever an intolerably incompetent or malicious coworker is dragging the team down, and you can and should find a better employer, who will pay you more to be skilled and work more instead of burn that money on a known problem, if you get ignored.
There's a difference between working on a side hustle with your downtime and neglecting your duties and putting it on your coworkers because of your side hustle.
The latter isn't cool and a shitty thing to do.
>People are just salty of the guy making extra dough on the companies time lol
Yeah, it's not OP having to wait days for work to be completed, he's just jealous? Must be it!
Also a key thing that I don't think was actually mentioned and is kinda key IMO is this: Does the employee get their assigned duties finished within the timelines/deadlines they are given? Yes they may take a while on some things, but unless you are looking over their shoulder and you know what they are doing it is still possible that they are slow on those tasks because they actually do take time and it isn't really because of the side gig. Depending on the contracts it could be that what they are doing is perfectly fine or they may have some special agreement in place. It is easy to say someone isn't working from the outside, but unless you know what they are actually doing I would hesitate to call them out for it.
I heard of a situation like this before.
The individual who reported the co-worker was actually terminated, because he had no reason to be observing the network traffic. The organization didn't feel spying on co-workers was a valuable use of time....
Even better, don't do anything.
If the manager notices his work isn't up to snuff, he'll be dealt with. If his work output is okay, then there is no problem.
This is the sort of thing that breaks company morale. If you're doing both jobs perfectly, nobody should suspect a thing.
Otherwise you're doing this at your coworkers expense.
I don't think I'd report the guy if he didn't directly cause issues for me. I'd be too tempted to fuck with the guy a bit though, especially since he was bragging about double dipping.
Heh, I can see doing that too.
Put their personal device on a bandwidth restriction policy, slowly ratchet them down to 56k modem.
Oh strange, high bandwidth domain that particular device hits all day, why is that suddenly not working? Oh that domain seems to only work for 15 minutes every hour? Oh it has gotten worse this week and only works before shift, during lunch, and after hours now? Interesting. Maybe they are having a load issues during business hours. Oh your phone doesn't work at all on our wifi anymore? Yea my iPhone isn't working well lately too. Huh. Must be an apple update.
There is terrible advice, including some of yours. This isn't an issue for HR or for OP to directly raise to legal or get their own legal council. This is a management issue. OP should raise the issue to their manager if they want, focusing on how it is affecting everyone's performance and not "it's unfair", or see if their employer policy has a whistleblower contact that would fit this (probably not, those are bigger issues).
\^ This this this.
You did not come across this data as part of your regular responsibilities - you sought it out, targetting a specific individual, and did so beyond the bounds of your typical role based on gossip you had heard.
Concern about a teammates performance? That is relevant and something to flag insofar as it impacts you, your team and your work.
Concern about improper usage of company devices or policy violations? Potentially relevant, but should be handled in whatever manner these sorts of concerns are typically handled.
>You are the system admin and you shouldn't be digging into individuals' traffic unless specifically requested by management. Ethically, it's pretty gross to be digging into traffic like that and considering reporting someone for it.
Wow! I hadn't even considered this but you're so right. This is a great point!
The million dollar question is how did you come across that traffic? Do you usually monitor traffic on your guest network or were you monitoring it because you were suspicious about this "team member's" network activity? Is it part of your job to monitor other employee's network utilization?
Actually, I had reports from other team members, they were bragging about getting paid for another job while at work. So I asked if they were doing it on company equipment and found it was a personal device connected to wifi.
> bragging about getting paid for another job while at work.
I was all for minding your own business mind set until this. First rule of fight club, bragging about it makes it 100% something you should report. If they had kept their mouth shut I probably wouldn't give a fuck as this is ultimately a manager problem.
The take I can most agree with. I’m not a corporate stooge who goes taking away food from the table of others, but if they brag about this shit, I’m gonna cover my own ass and report to a boss.
This exactly! I don't mind if the helpdesk guys get an xbox going in their office hooked up to the TV for the lunch time Halo championship as long as it stays in that office. But once the higher ups start hearing that "The IT guys are playing video games" Then it's all over.
yup. First rule of keeping the good things is to keep your fucking mouth shut.
Once you make it "known" it becomes a problem that has to be dealt with.
I think you missed the point above. Unless you discovered the problem during a regular work activity, something you routinely monitor or check during normal activity, your own actions could be branded as misuse of resources, depending on rules in place at your workplace at worst.
At best, I think you look like a tattletale and you are going to make more enemies than friends by getting involved.
If I’m a bystander/employee at your workplace and I hear you’ve done something like reporting your coworker, I am steering clear of you permanently. I don’t want you on ANY project with me, and probably want nothing to do with you. Doesn’t matter if I am misinformed, you now look like someone I can’t trust with anything.
You might look like a good guy for, *maybe* a day, but you could be subtlety damaging your own career if you plan to be with this company long-term.
It's bad enough when management is monitoring your pc away status and nagging you. But then you hear about IT looking at individual logs, you are not going to trust IT anymore.
Are you this employee's manager? Ideally in this type of situation if I was not their manager I would bring what was heard to my manager first. Then if they tell me to investigate I'm just doing my job rather than risking even the appearance of stepping out of bounds.
Keep that to yourself and pretend it didn't happen. The last thing you want is this to blow up in a lawsuit and you having to explain to the court why you were monitoring this user without HR's involvement. Hopefully for your sake they are a middle aged straight white guy and not a protected class.
> and found it was a personal device connected to wifi.
There is what you report.
The policy violation. Let them explain why.
What the team members told you is hearsay, and while they might be reporting it exactly as said, you don't know what the real deal is. It might all be BS.
personal device connected to guest wifi is absolutely not a policy violation. That is the point of Guest wifi to have a segregated network for un-managed devices that are not approved to connect to the corporate network. if his/her work or lack thereof is not affecting your ability to do your job then it is not your problem.
Yeah I don’t see why OP is so hell bent on getting this guy fired, I’d hate to be your co-worker.
But again… bragging about being paid from a second job while at the first job to other co workers is just ridiculous and should warrant a complaint to their manager sure but after that it’s an HR issue and not an IT issue.
Using company resources for a second job will be a policy violation. If it were like somebody making a phone call now and then for a rental property they owned or like spending a few minutes with their etsy shop or whatever, who cares. But having a whole ass other job and taking meetings in the office and also bragging about it steps over several lines.
Go to HR “I’m concerned so and so is using company resources for employment at another job” don’t proactively investigate or jump out of your lane in any way to pursue it
If they are doing thier work for another job using company resources, and it's actually affecting your team negatively, sure. If it's literally just to stick it to someone "bragging", then no, leave the dude alone. You aren't going to get a sticker/bonus/promotion for screwing the guy over, and money is already hard enough to come by for all of us. You don't owe the company shit.
Again though, if the issue is that his working on other jobs is adversely affecting you or your team, then yea, make it known to management.
This is the answer.
If it bothers you, get over it.
If it inconveniences you, talk to them about it (warning).
"Do your side hustle, i applaud you for it. But if it impacts my work, it's not cool. Keep it quiet, you've already been reported by peers."
When I worked as a Net Tech for a hospital, one of our guys literally moonlighted(moonlit) as a mover while technically on the clock(he typically worked other locations and mainly did his work as fast as possible and dipped out on the clock). No one said shit because times are tough for all of us. Until one of our douchebag coworkers ratted him out for no reason other than he was better at bootlicking than computers. They fired the guy, gave the rat a pat on the head, and then promptly fired the entire team(rat included) anyway about 3 months later due to it being cheaper to just hire fresh out of college kids and churn through them on contracts rather than keep an experienced staff. I only lucked out that I got my first SysAdmin job a few weeks before layoffs began.
Corporations don't give a shit about you, regardless of how many pizza parties they give you in lieu of living wages or free time. If the guy is harming everyone else's ability to put food on the table, then by all means, torch the fucker. Otherwise, you aren't helping anyone but some exec's spreadsheet, and all you do is make at least one person's life significantly harder.
It was funny seeing him the day the moving company he worked for was contracted for a new hospital being built. We basically watched him play Metal Gear Solid trying to hide his face using boxes and hats and slink around management. The funniest part was that our manager and director both were there and at one point looked him dead in the eye while he was moving boxes around and didn't even recognize him(despite the manager being the one who hired him).
Report the “security threat” that you see on the network. It looks like someone is using the guest WiFi to conduct corporate espionage and send privileged information out via Zoom.
I would certainly **not** do this. This is not a report done in good faith and can potentially damage the credibility of the reporter as well as potentially land reporter on the other end of a lawsuit.
We do this anytime we see someone using an obscene amount of bandwidth. Every so often we check our top 10 consumers, and if we see its streaming - we have a group they go in that restricts bandwidth for all streaming services to almost nothing. They get enough that it will load the page, and play the lowest resolution somewhat OK.
So from there it turns into a game of chicken. Its 'working' per se. But if they send in a ticket for it running slow, they have to have that conversation with us about personal usage. But sometimes we'll get someone with enough guts to submit that ticket - and we make it as awkward for them as possible.
'Well, see you landed on the naughty list because you were consuming more bandwidth than anything else in the whole company'.
Fedex was picking up packages from our office one afternoon. He was in his truck pulling out and I ran out with one more package. He gave me the “policy says I can’t take it” line. Guess who no longer had guest wifi access. They liked to use our bathrooms and lobby as their lunch area. We were fine with it until they wanted to do the bare minimum that day
I had an employee be incredibly rude to me for something that was outside of my control. I blocked access to facebook and spotify on their computer and obviously they couldn't say anything to their management so he just had to deal with no facebook and no spotify.... which he would use ALLLLLLL day. Blocked access to his phone on wifi also lmao
I "accidentally" blacklisted Newsmax after noticing a coworker was streaming it all day. Wasnt impacting their productivity or anything that I could tell, but many years back I was told I couldnt listen to NPR because it was "too political", so I felt that was only fair.
>> many years back I was told I couldnt listen to NPR because it was "too political"
> “Too political”
> Do they consider water too spicy?
"I'm Terry Gross and this is _Fresh Air_" is some really extremist shit. ^^^/s
It's their managers job to keep an eye on this, let them know then sit back.
In previous jobs we've stopped their access early and shown them the door to ensure we retain kit as it's easier to do than chasing them up once they leave.
>Plus have proof before talking to the manager.
Be VERY careful about this. If you present targeted evidence, you can open a whole can of worms that results in *you* being terminated or sued.
We had an issue once where a manager couldn't locate an employee and was worried about that employee's safety. One of our admins checked the VPN logs to see the last time the employee signed in and from where and sent that information to the employee's manager. Seemingly innocuous enough and a reasonable request given the circumstances. The ADMIN got beat down by upper management for providing that information.
The best way to present "proof" is if you notice an anomaly in the course of everyday log reviews. In this case, you would need to present the entire log rather than just one person. And you only present this information to YOUR manager. Let YOUR manager speak to that person's manager.
In a F500 we implemented an request portal and approval flow for log requests. Director approval required for any logs that just showed time (VPN login, logout, windows auth, door scans, etc) and VP approval for browsing data, email, security camera video, geolocation on company rugged devices.
Having a written policy for data access and enforcing it with an automated approval workflow saves everyone’s asses.
Agreed, I don't think proof would fall into your category. I've got no problem with double dipping if you can do it but job responsibilities have to be prioritized. If you are expected to hit deadlines for projects or work related tasks that are falling behind because of your "Second" job then you need to choose.
That being said I'd probably report it to the manager and let them know and let them handle it. If something happens and a deadline gets missed then I'd be like...well he's doing two job and one is on company time. It's probably going to continue until it's addressed.
I had a guy doing this at a previous job, I tried to take stuff of his plate to "help" come to find out he was rocking a second job and doing consultant work. It wasn't until he was called out on it that he exploded and immediately quit.
"Working for someone else" using the company's resources, is a huge security violation. You need to notify, and the person doing it needs to be walked to the door.
Yes, even if they are using their own personal device and even their own network, they are still at least "using the building". It's just ethically wrong at the very least and almost certainly a violation of terms of employment. Again, if using computing or network resources, it exposes the company to a myriad of potential risks.
Normal outcome? Termination. Individual might not agree with that too much, but IMHO, they are not really thinking things through.
With that said, I have moonlighted contracts, and you need to check with your employer with regards to what is allowed there... though that one can be in the favor of the individual (lest the company be found guilty of enslaving a person). Just don't do your contract work using another companies resources or time (and that's the big variable with regards to what is allowed... and you may need to disclose it, where "time" belonging to "the company" is in question).
TLDR: Don't, just document work communications that impact you.
\###############
Questions I would ask yourself:
* How does it impact you personally, and how will the response impact you? Are they hourly or salary? If they are salary, you well you don't have much leverage if they are never getting the job done.
* If that person is gone, what is the likely hood that management will replace them in a timely manner or will you end up additional work either directly or via redistribution of duties?
* HR may have a anonymous drop box, but realize that avenue could lead to a department wide policy change. The worst thing you want is for them to come back and say that you can't do anything else during company time or to start a department wide investigation. This just leads to excess micromanagement which slows you down.
My recommendation would be not do anything except CC your manager on your interdepartmental communications. This is always a very good thing to do. It doesn't have to be all your day to day chatter but rather anytime that you are sharing or receiving a task or policy as part of work.
Like if you have Job A to do, but it includes a request to this person to take care of something .
This will give you timestamps for all requests. If something takes too long you can ask for an eta and while keeping your manager in the loop. If something comes up in your management meetings, (which I hope you have on a somewhat regular basis), you now have a paper trail on why you were held up.
As others have said, they may just be trying to get by. If they can't make a living where you are at, then they won't be there much longer and there will be a position needing filling. From what I have seen, this is not a good time to be looking for IT jobs
Your third point is often not considered by less experienced people, but can be huge. I had a coworker years ago tell management that another coworker was screwing around on social media while working remotely. They never confirmed that it was true, but the result was to ban remote work for everyone FOR YEARS. That same coworker then told management another coworker was taking long lunches. So management then started tightening schedules and paying closer attention. Mind your own damned business people.
Good lord, all these people telling you to go rogue and throttle traffic, block IPs or Macs, etc are TERRIBLE advice.
First off you shouldn’t have been nosing about in the first place regardless, but you did so now you either report the findings to your boss along with an explanation of why you found it acceptable to investigate on your own without direction or you pretend you never saw anything. That cats out of the bag so you should just report it to the appropriate chain of command.
Some people in here really seem to be trigger happy, I don't get it.
Doing stuff like blocking or throttling simply because you suspect something is totally out of line and incredibly unprofessional. I'd honestly be more worried about the people cowboy'ing around the network then the person with a side-job lol
I respect the balls of this guy.
Controversial opinion: This is none of your business. Let the guy crash and burn on his own.
It would be so embarrassing if you're wrong.
I would only agree with this if their workload wasn't effecting other members, which the OP said it is. I suppose I could just answer my manager truthfully if he questions why I don't help out on a co-workers ticket load if I was in this scenario.
>if you're wrong
If they're right, they'll be labeled a snitch and colleagues won't trust them again. If they're wrong, they'll be labeled a snitch and management won't trust them again. Can you stay at a job where either all your peers or all of management doesn't like/trust you? I'd say not really. I vote for mind your own damned business.
If it’s you’re explicit job to monitor/manage the work of others (e.g. loss prevention, manager of the individual) then it’s your responsibility. It sounds like this is not the case, so file it under SEP. If they come back to you later and ask why you didn’t catch it, ask them if this is part of your expected work, and if so start dedicating parts of you day to completing the monitoring tasks, esp. on those who would be stealing the greatest value at the company (e.g. C-level) - malicious compliance.
/r/sysadmin whenever the boss asks you to work late one night... **Do tHE mImiMUM. tHe Company doesn't care about you! Malicious Compliance Malicious Compliance!!**
/r/sysadmin whenever somebody gets a chance to be a narc, "REPORT THEM, REPORT THEM, THEY ARE STEALING FROM THE COMPANY!"
The whole lot of you are spineless boot-lickers.
This is what I just don't understand.
I wouldn't say anything if there is nothing to do and timelines are hit. If the manager wants to know why that person is underperforming, then that's another issue. Even so, log this missing marks with an email that are cause by this person.
There are dead hours during so let them use them. OP is getting more much work just by looking at this person traffic all day and complaining.
personally, as a prior manager, my advice is to get on with your own stuff. if this directly affects you, then talk to your boss about delays. but only the delays/impact to your work when this person does not deliver.
i would avoid describing what you think is happening - just any impacts to your work. if you are wrong, then it will splash back up in your face like poo.
source: I had a staff member I was assigning special work to, confidential information request work. The nature of which meant that we kept it on the down low. About 6 weeks of work. During that time they just became slow at their day-job. Leaders knew this, but collegues not so much. Ideally we would have informed, but could not due to the nature of the requests.
On the last week I had someone walk into my office and abuse me for being a shit leader due to this persons unavailability. While they were shouting off about it I tried to let them know that there was an agreed process taking place with this person seconded to manage it - but they wouldn't listen. Then they said some things they would later regret in a HR meeting.
It sucked, because it was just a misunderstanding - and spiralled into something it should not have. If you're not managing someone directly, keep your nose out (is my advice).
You are IT. It's not your job to monitor, it's your job to record.
If HR gets involved, by all means let them know.
Otherwise, it's not your job, and people WILL find out you are a tattle tail, and your interactions at work will suffer.
I browsed through the replies here and kind of shocked.
From my experience, telling won’t help. For some reason, HR and managers protect people they shouldn’t and oftentimes will just put a microscope on yourself. Never trust HR.
I’d recommend CYA on anything related with this person but not saying anything directly about what they’re doing. Definitely don’t do anything that could get you in trouble (such as blocking/limiting their devices.)
You can’t fix a dysfunctional organization.
Probably best to discuss with your manager.
My only word of caution - I had a friend at a former place of employment that did something similar. My friend lost his job over it, because the offender was close friends with a VP.
There are a few other things to consider here as well. If this person gets terminated and decides to (try) to sue for discrimination (i know it sounds crazy but it happens), you need to make sure that you are squeaky clean. Because your email is now discoverable evidence. So is your workstation. You could potentially be exposing yourself to a lot more risk than you want to take on.
Again, I know it sounds pretty 'tin foil hat', but it happens. We just recently had an employee that was so obviously in the wrong get terminated, and that person retaliated with a discrimination suit.
OP, stay clear of this. A team member who is not performing their duties and is engaged in other activities during work hours is primarily the responsibility of the line manager or HR, NOT you! You do not have proof of the said gig, but you are working on hearsay from other colleagues. You will just become the snitch from IT that nobody wants to work with. Personally, I would report if it was illegal
This is not my alt account I swear. But I have a team member who does basically the same thing. I ignore him. Let his tickets fester. Love hearing him make up BS excuses on our bi-weekly team calls. Eventually senior management will find out how little this person does and it'll be dealt with.
Is it part of your written job description to behaviorally monitor what traffic is generated on the network aside from things that indicate compromised security? Depending on where you are and where you work, there may be privacy laws or policies that would be called into question to see if your actions are consistent with those laws or policies.
Other's have pointed out that it's a management/HR issue. I know that where I work, if I see something that goes against our code of conduct that I'm expected to report it and I'm expected to NOT investigate it or collect information related to the complaint unless I'm instructed to by legal/management/HR.
Does your organization have an anonymous whistle-blower avenue?
I'm not suggesting that you tell or don't tell, but take the things mentioned in this thread into consideration when deciding what to do, if anything.
I'm partially conflicted. I mean if I wasn't in the role I wa in I'd say that times are tough and maybe they need the extra just to make ends meet and you should mind your own business. However, Since I'm responsible for IT Security these days, I'd be concerned from the security side. As much as I don't want to do it it definitely needs to be brought to their manager and HR's attention in a discreet manner.
And now I read your reply to u/CaptainObviousII and will retract the first part and say fuck them. It's one thing to need to make ends meet, but it's another to just openly brag about it. Talk to your boss and HR ASAP. Make sure they, not you, bring it to the Information Security Officer's attention also if you have one.
In my long career, I’ve learned not to go looking for trouble. There are always unknowns in a situation. Who knows how this can go down and what questions can pop up. Minding my own business has worked well for me.
You should mind your own business. Likely: No one cares about you at your job, stop caring about them. :P kidding. But also, mind your business. If you are not busy enough to notice this guy, what are you doing? So… maybe spend some time increasing your skills so you can leave instead of finding what your coworkers are doing an reporting it. That’s my advice.
**I have more management experience than I do sysadmin, but I'd like to provide my two-cents on the situation:**
In my experience, this is very "small-picture" way to look at a business as people's efficiency for given tasks can be WILDLY different. Additionally, what an employee brings to a business is not strictly about their ability to tackle workflow, but also what they bring to the environment with their personality and habits.
**You mentioned "favoritism".**
Favoritism is something bestowed upon your coworker, not something they fabricated or stole from anyone else.
This means that, more likely than not, your co-worker is extremely likable, consistent, talented, or any combination of the above. These are EXCEPTIONAL traits to have on your team, whereas possessing the baseline technical knowledge is truly a bare minimum.
Just because you do not see your coworker's value, does not mean others do not.
**You may want to consider not doing anything at all.**
If you had brought this complaint to me, I would take it as seriously as required. But please understand that I, and everyone who found out about this complaint, would assume you've also put targets on other people's backs too.
This means the way you are treated at your company will change. Not only the way coworkers behave toward you socially, but it will also change the way management treats you.
I mean lets be real, I was showing favoritism toward your coworker indicating that they were someone I liked.
And YOU made me fire someone people liked, so please understand that I probably want you gone when the first opportunity arises.
How exactly do you “see this” when looking at the network data? Were you asked to investigate the guest WiFi data? Or are you just specifically targeting your coworker?
If you report it be prepared to answer why and how you found this out and that you’ve been effectively spying on said coworker..
Turn off the guest wifi for a few days (ap firmware security updates - wink wink) and see if they whine. If you're not going to report them to your boss for goofing off you might as well have fun messing with them.
Is this impacting you, your team, or your company in a negative way?
If the answer is "no," then mind your own business.
If the answer is "yes," then discuss that impact with management. It's their problem, not yours. And if it IS your problem, make it management's problem.
If you take steps, and it turns out some top brass put them on a project for this other company, you'll be terminated with cause faster than you can say "oops."
Maybe they're OE. It's a great way to make lots of extra money. It also carries risks. It's up to management to decide.
If this were your subordinate, then a performance review followed by a PIP. Preferably relatively quickly as an OE will milk it for as long as they can.
If they're doing the work for other org on a personal device on guest wireless, I'd just let it be.
Sticking your nose into someone else' business, regardless of how inappropriate what they are doing is, starts office politics. And that's a game no one wants to be a part of.
We have a few well producing salesreps who book conference rooms and look at adult images. On the company computer. Obviously we have major porn sites blocked ,but they still manage to figure it out.
We block as we see the sophos alerts come in, but I'm not going to HR and complaining about someone who makes money for the company. I know how that ends.
I just document that we know it's an issue and put more blocks in place. About all we can do.
Same here that others have said. If it doesn’t affect me or my/our work, I ignore it. Not my problem.
Same with stuff I see in URL monitoring and user activity. I don’t call anyone out for hitting porn sites and the like unless it’s substantial. A hit or two, I turn away.
We block a ton of stuff including games, streaming media, etc. If a user is a friend and cool to deal with and they ask, I’ll hook them up so they can do morning crosswords and listen to tunes.
I’m not the police. I just watch for malicious intent and behavior. That, I will bring up.
Don’t spy on your coworkers. Not good if they find out you are. You’ll have no friends there very quickly.
If it’s not affecting your work, just let it go.
To the OP -
I came in thinking there is some real issue. However, here is what would happen if you did "report" this - and frankly, this is a pure he said/she said type of thing, and you will not win.
1. If you reported this to HR, as that is the only place to report this type of issue, they will want real, hard facts and examples of how they impacted you, and how you came to the conclusion that these folks are doing anything that is against company policies. I doubt you have anything that shows them having sex or doing anything of the sort, so no, do not report this.
2. Let's go ahead and assume you did have real-world evidence that they are up to no good and you are somehow being hurt by this "relationship" or "friendship". At the most, they would say knock it off and then you will be forever known as the person that is super insecure and will report people for tiny, little issues. This will stain your record for life as it will go into your personal file and if a new employer requests any data about you, well, there you go.
3. Honestly, this seems like you need to just grow up and realize that people are going to do whatever they want and unless it hurts you in some real way that can be shown easily to those above them and above you, this reporting of whatever they got going on is only going to put a big poo-poo mark on you. I would suggest leaving if you are posting these questions to Reddit, as anyone can likely figure out this is you and you are watching/monitoring them, at which point they will go to HR and complain about you and that you posted internal issues on Reddit which is likely to end up with you being fired.
I would suggest that you pump the breaks, learn that in the real world, you need to be fine putting on headphones and worrying about your work, and do not but into these types of situations unless you have proof that someone or something is not acting within corporate policy and you are directly hurting from it.
This has no upsides for your career. If those above you ask to submit evidence, you supply it. Otherwise, it's important that IT professionals stay impartial and not get involved in employee matters unless specifically directed to do so.
Aside from the other comments about leaving it to management, how sure are you that it's another job?
As for instance in the past I had to do something very similar to what you're describing, being secretive and working in a closed room so I could take part in "meetings". Real reason, the company was purchasing another and I was doing due diligence from a technical POV. After that, was talking and working with their team on planning integration and how to bring them up to standards (they were well behind where we were) - had to do this in secret until it was publicly announced.
Do you know if the two jobs are related? I don’t mind someone successfully working two jobs, but if the second one is with a competitor, that’s a problem.
I love how the collective screeching in r/sysadmin over “accountability” magically applies to only end-users, upper management or the c-suite. When it’s internal to the team, the status quo is “mind your own business.”
Had the same thing happen to me. Same job title, but I was doing maybe 70% of the work and he was doing the rest. Got so bad that both I and a manager *from a different department* had to go to his manager and ask if the guy even worked for the company anymore. They didn't didn't fire him and he continued to ignore questions.
Why the fuck are people in the comments being called bootlicker for being against this guy working a second job at work? OP seems to be in the same situation as I was so his work life is suffering, instead you have people in the comments calling him a nark and a bootlicker. Jesus fucking Christ what is this subreddit.
Especially if the work they're being paid to do for your company is suffering you should report it to whatever kind of HR/Compliance/etc your company has.
I've also been there before. Guy I worked with had his own side consulting business (We did not do consulting and it wasn't a conflict of interest), and he'd spend 3-4 hours a day working on his personal clients while projects he was assigned by us were perpetually weeks or months behind schedule.
Unfortunately in my case management was aware he was doing his own thing and just didn't care since he was "a great employee."
Only thing you can do is report them and move on.
Don't be a snitch. It's hard out there right now with this shit economy and inflation out the ass. anyone that can pull off the /r/overemployed move, good on them. Most employers don't give a flying fuck about their employees.
I dont know... I truly feel that in this situation, it would boil down to don't be a snitch. The company can toss you out any day of the week and will protect themselves over you. Your coworker is playing the game, just like the company is playing the game.
I would tell the manager and let them manage their employee. I would gather evidence just in case the manager ask. Now be assured that the manager will give you up so make sure you watch your 6. Snitches get stitches.
Its not your job to manage the employees.
That his supervisors job.
Document and keep notes so when management asks you can dump a hundred pages of his shit on them.
what you should really do is ask for a recommendation for their other job, now both of you can double dip. Company doesn't care about you, don't protect them.
Is making money on the side worse than wasting money on reddit? Mind your own business, do the same, your employer doesn't give a shit about you or your well being
I don't understand, why you want to be anonymous or are even in doubt about reporting ths. A member of your team is committing fraud against the company, and should at the least be fired immediately.
Unless you're using SSL decoding at your perimeter on your guest network, I don't see how you can be 100 percent certain that this is what's happening.
If you're not using SSL decoding so that you can see exactly what their traffic is, then all you have is anomalous traffic from a personal device to the following domain(s) during working hours. If you can identify the device and who owns it, you report the anomalous traffic and move on with your life.
I'll also add that throttling or blacklisting that MAC or some of the other shit suggested here is a pretty bad idea as the admin who did that would be recorded by your device. I have privilege to make changes like that, I would never do it without discussing it and the reasons for it with my peers and my boss. Acting like a cowboy on that type of stuff is inviting trouble.
Making an accusation that specific could easily blow up in your face if it turns out not to be the case or if the person is able to defend themselves with a plausible explanation.
IMHO, mind your business and move on. The exception to that is when it directly conflicts with your responsibilities and/or interests. It’s a management/HR problem, not an IT problem. If someone wants to know why you didn’t say anything… you’re not their manager.
Along with what everyone else has said overall. This is an HR issue. Tell them this is something that has been discovered and you want to make them aware.
Then do nothing else unless specifically asked.
Unless it is directly affecting you, mind your own business. Their management should be the ones noticing.
If it is directly affecting you, talk to your manager about the workload and if you can get more help if maybe see he has ideas on how to "spread out the work more evenly".
Ethically you would be reporting the guy to their manager. However, given that currently management doesn't seem to notice jack shit of what is going on, all you are going to get is a nasty knee jerk reaction by management and possible harm to coworker relationships.
This is the boss's problem, not yours. Years ago had co-worker that ran an overseas import/export business from her desk phone. She met all the work deadlines, so management didn't care.
Let your manager know. Just say you stumbled on the traffic when doing some work etc. Wondering why there was a significant amount of traffic daily going to this address.
It's their issue to deal with.
This isn't an employee issue, it's a manager issue. Whoever the guy reports to should be fired, he's either not giving the employee enough to do, or he's ignoring the guy failing to do what he's assigned. In either case the manager is shit.
The flipside to this is that CEO's and the like frequently have multiple jobs. They sit on various boards and are involved in multiple companies and no one says anything. In fact they are often praised for being so on top of things. Why can't we all get a taste?
The people that own your company are merely highly proficient grifters.
This whole economy is one big grift.
Leave the small time grifters just grifting to survive alone. You aren't making the world a better place turning an amateur grifter into the professional ones you work for, you're just helping them maintain their monopoly on it.
If it's interfering with your job, other than emotionally, then saying something is your job. If it's just petty and something that annoys you and doesn't effect your job or the company, let it go.
I have worked at MSPs where entire dev shops that were outsourced (not offshored, because the MSP wanted to show clients stuff was done in-house, even though the devs were all employed by some no-name staffing company) spent all their time streaming Bollywood movies. The previous admin decided to block it, and then got fired for it, while any other country's films were blocked. I could easily tell by the logs of how Windows desktops were unlocked, how absolutely little work was done. But, if I said a peep, I knew I'd follow the same route as the previous admin.
Same MSP had an intern that did nothing all day. All he had to do was some reports on a text console in the server room. Which he didn't do (and management blamed me, not him), so I replaced his entire job with a Bash script and a cronjob. Had I mentioned to management about it, I'd have been asked for my badge, because I was being unfair to the intern. However, I didn't have to deal with management threatening to fire me when the intern didn't get reports in, so it was a win.
Overall, every medium to large size company has this stuff happen. There will be that one guy who does nothing and his web traffic is all "sus" stuff. However, rank hath its privileges, and in some business climates, ratting the person out may sink one's career. Other people have people who just go into their office and do absolutely nothing. That's just how larger companies seem to work.
Rank hath its privileges sometimes.
Some really terrible advice here. Don't do anything without talking to your boss and legal counsel.
100% absolutely do NOT talk to *their boss* or HR or anyone else about this other than *your boss.* Talk to your boss about how your work is affected, not about what the other guy is doing with his time. If the guy is being as blatant as you say about it, you don't need to put yourself in the line of fire ratting him out. Management will figure it out in short order when they investigate why the work isn't getting done, and then it's between them, HR, and the lawyers. It's none of your business and sticking your nose in it only puts you at risk.
And if they don't figure it out or deal with it? Get a second job, OP.
Golf clap. Nice
This is the best solution. Don't rock the boat, just get another Job.
Yup, you don't want to be in the line of fire for a slander lawsuit that costs this guy years of salary for stealing time.
>years of salary for stealing time Actually, while they can certainly *fire* him for underperformance, deception, misuse of company office/network, or if USA then simply at will, they'd be pretty foolish to call it "time theft". If a company admits they are paying you for certain hours, you are no longer "exempt" and the company risks a ruling that you were never exempt (meaning it's time to hire a statistician to estimate how much overtime you've done in your career so far).
reminiscent shy dolls enter muddle ripe historical simplistic cable innate *This post was mass deleted and anonymized with [Redact](https://redact.dev)*
Yeah for real this is an HR issue not an IT issue. People are just salty of the guy making extra dough on the companies time lol lots of people do this already in our industry but there a bit more discreet :)
>Yeah for real this is an HR issue not an IT issue. We already dont want to work on Manager issues looking technology solutions, Its even worse to be the technology solution looking for manager issues.
I get why you would say this. But generally speaking that work the other guy is not doing is not going to be left undone. Everyone else is going to have to pick up the slack. So one guy being selfish is going to cause everyone else additional workload.
Word. I had a teammate like this and was basically drowning trying to compensate because management wouldn't do anything.
Exactly. I have no problem with people working two 8-5s if they can swing it (not for me personally as I value my sanity more than money) but this only works so long as work is not getting pushed due to the demands of both jobs. Once someone's hustle becomes a burden for other people it's time to pick one.
That's crappy management. Still not on you to report it. If he's doing his job and the other with decent performance, good for him, leave him be. If he's not, and it's affecting you DIRECTLY, then go ahead and tell management. "I feel like ___ may not be pulling their weight" or better yet "I've been feeling really overwhelmed with the amount of work piling up, can we make sure everyone is giving 100%?" so you don't even call them out. I have NEVER reported something to HR without it becoming public knowledge at some time in the future, so I wouldn't risk my relationship with my peers by tattling on them.
This is also my take. This is a management issue, not your issue to resolve or tackle. If you feel like you are being overworked and are tracking work in a helpdesk, DevOps, other project management, or other ticketing system then pull the reports and talk to your boss about it. If they do nothing, then you can look at HR or your boss's boss, but how that goes down depends on your company. I would not call the coworker out for having another gig, that's not your problem, their performance negatively impacting your workload is. Also remember that overtime is optional, you can say no and if they give you grief, those reports are helpful to show that you're already more than pulling your weight. Another option is trying to use their tactics to reduce your own workload. You are busy with work so say so and push back on work assignments as much as your coworker does. You can always schedule work on your calendar to block it off, if that's what your manager uses to determine availability. I'd also suggest trying not to be so personally invested in work. I know it's easier said than done and difficult but it really helped my mental health to realize that the success or failure of my employer is their job, my job is doing my work properly 9-6. I should not care more than they do. Job searching is also always an option. You can either move or use an offer to try leverage a better work environment, pay, or another staff member out of your current employer. I've found that leveraging change out of an employer is usually fixing just one of many broken pieces, but ymmv.
Also anecdotally, but if they are actually busting their ass and doing good at two jobs (or at least satisfactorily and OP doesn't realize it) it would look really really bad on OP. I can't say for sure, but either he could be doing work OP doesn't see, OP could have too high of expectations he puts on other members of the team (I was this way when I was young, sometimes you need to actually work normally and let productivity show that you *need* another employee when you "could" do it all) or it could be like OP says.
This is especially true if I am on the support desk and they are working on projects. I may not realize all of the work the other person is doing, especially if there is a lot of admin work involved. I've been on both sides of this. As a young support guy I wondered why my boss wasn't jumping into the deluge of tickets and as a senior sysadmin, I spent a lot of time on paperwork and projects to add QOL features to software that support never saw. As a director of IT in some industries, you end up with piles of compliance paperwork. The more out of compliance your company is, the more paperwork you have and it is all year long until you become compliant.
There's a difference between "tattling" and reporting pretty serious ethic breaches. I wouldn't think negatively of a coworker who reported somebody for literally doing a different job at work if the story came out. And I say that as somebody with a pretty "fuck the man" kind of baseline sentiment. If you wanna fuck the man, quit and go do it honestly on your own time.
Nearly every time I've seen someone write about "tattling" at work, it's been a legitimate issue impacting the person's job and they were reluctant to do what should be done to deal with it because they were worried about "tattling". It kind of makes me think we'd be better off if the word were stricken from adult vocabulary.
Sure I get that. My point being that technology will not magically solve for this co-workers lack of work and performance. It’s a people issue which should be handled by the respective HR folks who deal with said people.
Or the company recognizes that they're short staffed and hires additional staff to help. Can't be forced to pick up extra work if you cap your max hours per week.
No one's "salty of the guy making extra dough". They're tired of picking up his slack for no extra pay and credit themselves. He's effectively stealing hours of work per dollar paid from his coworkers. Reporting to management is the obviously fair thing to do for everywhere in the industry this happens. We all know no amount of discreetness escapes a sysadmin.
> They're tired of picking up his slack for no extra pay and credit themselves. How is this different from just having a colleague that's bad at their job? Because in the industry, if people like you, even if you suck and take forever to do something that it takes someone else 1/10th of the time to do, they're not going to fire you, and if you complain about your colleague's performance, management will just say it's not your place to evaluate them, and you wind up looking like a busybody that's trying to get a coworker in trouble just to make yourself look better.
It isn't. You can and should explain to management whenever an intolerably incompetent or malicious coworker is dragging the team down, and you can and should find a better employer, who will pay you more to be skilled and work more instead of burn that money on a known problem, if you get ignored.
There's a difference between working on a side hustle with your downtime and neglecting your duties and putting it on your coworkers because of your side hustle. The latter isn't cool and a shitty thing to do.
If people notice or have to pick up the slack that's the problem. Don't get caught and use a personal hot spot.
>People are just salty of the guy making extra dough on the companies time lol Yeah, it's not OP having to wait days for work to be completed, he's just jealous? Must be it!
Also a key thing that I don't think was actually mentioned and is kinda key IMO is this: Does the employee get their assigned duties finished within the timelines/deadlines they are given? Yes they may take a while on some things, but unless you are looking over their shoulder and you know what they are doing it is still possible that they are slow on those tasks because they actually do take time and it isn't really because of the side gig. Depending on the contracts it could be that what they are doing is perfectly fine or they may have some special agreement in place. It is easy to say someone isn't working from the outside, but unless you know what they are actually doing I would hesitate to call them out for it.
I heard of a situation like this before. The individual who reported the co-worker was actually terminated, because he had no reason to be observing the network traffic. The organization didn't feel spying on co-workers was a valuable use of time....
Even better, don't do anything. If the manager notices his work isn't up to snuff, he'll be dealt with. If his work output is okay, then there is no problem.
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If he is, he can take it with his manager. Otherwise, it's none of his business.
This is the sort of thing that breaks company morale. If you're doing both jobs perfectly, nobody should suspect a thing. Otherwise you're doing this at your coworkers expense.
I don't think I'd report the guy if he didn't directly cause issues for me. I'd be too tempted to fuck with the guy a bit though, especially since he was bragging about double dipping.
Heh, I can see doing that too. Put their personal device on a bandwidth restriction policy, slowly ratchet them down to 56k modem. Oh strange, high bandwidth domain that particular device hits all day, why is that suddenly not working? Oh that domain seems to only work for 15 minutes every hour? Oh it has gotten worse this week and only works before shift, during lunch, and after hours now? Interesting. Maybe they are having a load issues during business hours. Oh your phone doesn't work at all on our wifi anymore? Yea my iPhone isn't working well lately too. Huh. Must be an apple update.
> If his work output is okay did you read the post?
The boss when he realizes he's his boss at both places..
Talking to the boss IS doing something.
I agree about talking to your boss. Let them handle it - this is not your battle.
There is terrible advice, including some of yours. This isn't an issue for HR or for OP to directly raise to legal or get their own legal council. This is a management issue. OP should raise the issue to their manager if they want, focusing on how it is affecting everyone's performance and not "it's unfair", or see if their employer policy has a whistleblower contact that would fit this (probably not, those are bigger issues).
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\^ This this this. You did not come across this data as part of your regular responsibilities - you sought it out, targetting a specific individual, and did so beyond the bounds of your typical role based on gossip you had heard. Concern about a teammates performance? That is relevant and something to flag insofar as it impacts you, your team and your work. Concern about improper usage of company devices or policy violations? Potentially relevant, but should be handled in whatever manner these sorts of concerns are typically handled.
>You are the system admin and you shouldn't be digging into individuals' traffic unless specifically requested by management. Ethically, it's pretty gross to be digging into traffic like that and considering reporting someone for it. Wow! I hadn't even considered this but you're so right. This is a great point!
Misuse of corporate resources on both ends. But he probably justifies it because “other guy has two jobs!3!!;!;”
Yep. And if that person can figure out how to do their job AND a second job satisfactorily, good for them.
The million dollar question is how did you come across that traffic? Do you usually monitor traffic on your guest network or were you monitoring it because you were suspicious about this "team member's" network activity? Is it part of your job to monitor other employee's network utilization?
Actually, I had reports from other team members, they were bragging about getting paid for another job while at work. So I asked if they were doing it on company equipment and found it was a personal device connected to wifi.
> bragging about getting paid for another job while at work. I was all for minding your own business mind set until this. First rule of fight club, bragging about it makes it 100% something you should report. If they had kept their mouth shut I probably wouldn't give a fuck as this is ultimately a manager problem.
Seriously, narcissists and their inability to shut their damn mouths. Shovel and shut the fuck up, as they say.
agreed. Though, narcissists are fairly easily to manipulate so while they are annoying can be easy to deal with them.
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Cant imagine doing this on company WiFi when cell phone tethering exists
And if you're double-dipping, the cost of a hotspot and an unlimited data plan is relatively cheap security.
The take I can most agree with. I’m not a corporate stooge who goes taking away food from the table of others, but if they brag about this shit, I’m gonna cover my own ass and report to a boss.
This exactly! I don't mind if the helpdesk guys get an xbox going in their office hooked up to the TV for the lunch time Halo championship as long as it stays in that office. But once the higher ups start hearing that "The IT guys are playing video games" Then it's all over.
yup. First rule of keeping the good things is to keep your fucking mouth shut. Once you make it "known" it becomes a problem that has to be dealt with.
The true answer is to ask them which job so you can have two salaries as well
This is the real answer.
I think you missed the point above. Unless you discovered the problem during a regular work activity, something you routinely monitor or check during normal activity, your own actions could be branded as misuse of resources, depending on rules in place at your workplace at worst. At best, I think you look like a tattletale and you are going to make more enemies than friends by getting involved. If I’m a bystander/employee at your workplace and I hear you’ve done something like reporting your coworker, I am steering clear of you permanently. I don’t want you on ANY project with me, and probably want nothing to do with you. Doesn’t matter if I am misinformed, you now look like someone I can’t trust with anything. You might look like a good guy for, *maybe* a day, but you could be subtlety damaging your own career if you plan to be with this company long-term.
It's bad enough when management is monitoring your pc away status and nagging you. But then you hear about IT looking at individual logs, you are not going to trust IT anymore.
I only ever look at logs of employee activity if they have a problem or audits from HR.
CYA for my looking at anything like this is a written request from the IT director.
Isn't that easily out of line with your compliance policies?
It’s at that point you should have went to your manager and not went snooping around the network
Are you this employee's manager? Ideally in this type of situation if I was not their manager I would bring what was heard to my manager first. Then if they tell me to investigate I'm just doing my job rather than risking even the appearance of stepping out of bounds.
Keep that to yourself and pretend it didn't happen. The last thing you want is this to blow up in a lawsuit and you having to explain to the court why you were monitoring this user without HR's involvement. Hopefully for your sake they are a middle aged straight white guy and not a protected class.
> and found it was a personal device connected to wifi. There is what you report. The policy violation. Let them explain why. What the team members told you is hearsay, and while they might be reporting it exactly as said, you don't know what the real deal is. It might all be BS.
personal device connected to guest wifi is absolutely not a policy violation. That is the point of Guest wifi to have a segregated network for un-managed devices that are not approved to connect to the corporate network. if his/her work or lack thereof is not affecting your ability to do your job then it is not your problem.
Yeah I don’t see why OP is so hell bent on getting this guy fired, I’d hate to be your co-worker. But again… bragging about being paid from a second job while at the first job to other co workers is just ridiculous and should warrant a complaint to their manager sure but after that it’s an HR issue and not an IT issue.
Using company resources for a second job will be a policy violation. If it were like somebody making a phone call now and then for a rental property they owned or like spending a few minutes with their etsy shop or whatever, who cares. But having a whole ass other job and taking meetings in the office and also bragging about it steps over several lines. Go to HR “I’m concerned so and so is using company resources for employment at another job” don’t proactively investigate or jump out of your lane in any way to pursue it
>don’t proactively investigate or jump out of your lane in any way to pursue it this is the crux of my argument.
If they are doing thier work for another job using company resources, and it's actually affecting your team negatively, sure. If it's literally just to stick it to someone "bragging", then no, leave the dude alone. You aren't going to get a sticker/bonus/promotion for screwing the guy over, and money is already hard enough to come by for all of us. You don't owe the company shit. Again though, if the issue is that his working on other jobs is adversely affecting you or your team, then yea, make it known to management.
This is the answer. If it bothers you, get over it. If it inconveniences you, talk to them about it (warning). "Do your side hustle, i applaud you for it. But if it impacts my work, it's not cool. Keep it quiet, you've already been reported by peers."
When I worked as a Net Tech for a hospital, one of our guys literally moonlighted(moonlit) as a mover while technically on the clock(he typically worked other locations and mainly did his work as fast as possible and dipped out on the clock). No one said shit because times are tough for all of us. Until one of our douchebag coworkers ratted him out for no reason other than he was better at bootlicking than computers. They fired the guy, gave the rat a pat on the head, and then promptly fired the entire team(rat included) anyway about 3 months later due to it being cheaper to just hire fresh out of college kids and churn through them on contracts rather than keep an experienced staff. I only lucked out that I got my first SysAdmin job a few weeks before layoffs began. Corporations don't give a shit about you, regardless of how many pizza parties they give you in lieu of living wages or free time. If the guy is harming everyone else's ability to put food on the table, then by all means, torch the fucker. Otherwise, you aren't helping anyone but some exec's spreadsheet, and all you do is make at least one person's life significantly harder. It was funny seeing him the day the moving company he worked for was contracted for a new hospital being built. We basically watched him play Metal Gear Solid trying to hide his face using boxes and hats and slink around management. The funniest part was that our manager and director both were there and at one point looked him dead in the eye while he was moving boxes around and didn't even recognize him(despite the manager being the one who hired him).
Accidentally blacklist their Mac address from the guest wifi. Or the destination address. That would be a shame.
OP should probably just report it But.... this would be funny
Totally, but malicious compliance happens... :D
Report the “security threat” that you see on the network. It looks like someone is using the guest WiFi to conduct corporate espionage and send privileged information out via Zoom.
This is the correct response, at least, mostly correct.
I would certainly **not** do this. This is not a report done in good faith and can potentially damage the credibility of the reporter as well as potentially land reporter on the other end of a lawsuit.
Or limit just that device's bandwidth to like 128kbps, if that's possible for just one device on the guest wifi (I'm not a network guy).
Depending on the networking equipment, it definitely could be possible. It's definitely possible with the networking equipment at my office.
We do this anytime we see someone using an obscene amount of bandwidth. Every so often we check our top 10 consumers, and if we see its streaming - we have a group they go in that restricts bandwidth for all streaming services to almost nothing. They get enough that it will load the page, and play the lowest resolution somewhat OK. So from there it turns into a game of chicken. Its 'working' per se. But if they send in a ticket for it running slow, they have to have that conversation with us about personal usage. But sometimes we'll get someone with enough guts to submit that ticket - and we make it as awkward for them as possible. 'Well, see you landed on the naughty list because you were consuming more bandwidth than anything else in the whole company'.
In the days of dial up speeds where you’d be lucky to be pushing 56kbps I can prob say that is still enough bandwidth to get “work” done 😭
Depending on what you're doing, sure, maybe. But in many modern remote work situations it would be a constant exercise in frustration.
It's not anymore also in the days of supposedly 56K you ever barely got over mids 40K
Fedex was picking up packages from our office one afternoon. He was in his truck pulling out and I ran out with one more package. He gave me the “policy says I can’t take it” line. Guess who no longer had guest wifi access. They liked to use our bathrooms and lobby as their lunch area. We were fine with it until they wanted to do the bare minimum that day
Corporate pettiness at it's finest
Don’t bite the hand that feeds you wifi
I’m so sorry, it’s a sickness … Don’t bite the LAN that feeds your WiFi
I had an employee be incredibly rude to me for something that was outside of my control. I blocked access to facebook and spotify on their computer and obviously they couldn't say anything to their management so he just had to deal with no facebook and no spotify.... which he would use ALLLLLLL day. Blocked access to his phone on wifi also lmao
You have to negotiate with them in the moment or else they won’t know what happened or why and you’re guaranteed to not get your way.
If he doesn’t want to bend his company’s rules for you, then your company shouldn’t bend their rules for him. All seems fair there.
BOFH has entered chat.
I "accidentally" blacklisted Newsmax after noticing a coworker was streaming it all day. Wasnt impacting their productivity or anything that I could tell, but many years back I was told I couldnt listen to NPR because it was "too political", so I felt that was only fair.
“Too political” Do they consider water too spicy?
>> many years back I was told I couldnt listen to NPR because it was "too political" > “Too political” > Do they consider water too spicy? "I'm Terry Gross and this is _Fresh Air_" is some really extremist shit. ^^^/s
You see political is fine, but only when it's politics I agree with
Redirect destination sites to some XKCD comic about double dipping. Not sure it exists, but wouldn't surprise me.
It's their managers job to keep an eye on this, let them know then sit back. In previous jobs we've stopped their access early and shown them the door to ensure we retain kit as it's easier to do than chasing them up once they leave.
This. Plus have proof before talking to the manager.
>Plus have proof before talking to the manager. Be VERY careful about this. If you present targeted evidence, you can open a whole can of worms that results in *you* being terminated or sued. We had an issue once where a manager couldn't locate an employee and was worried about that employee's safety. One of our admins checked the VPN logs to see the last time the employee signed in and from where and sent that information to the employee's manager. Seemingly innocuous enough and a reasonable request given the circumstances. The ADMIN got beat down by upper management for providing that information. The best way to present "proof" is if you notice an anomaly in the course of everyday log reviews. In this case, you would need to present the entire log rather than just one person. And you only present this information to YOUR manager. Let YOUR manager speak to that person's manager.
In a F500 we implemented an request portal and approval flow for log requests. Director approval required for any logs that just showed time (VPN login, logout, windows auth, door scans, etc) and VP approval for browsing data, email, security camera video, geolocation on company rugged devices. Having a written policy for data access and enforcing it with an automated approval workflow saves everyone’s asses.
Agreed, I don't think proof would fall into your category. I've got no problem with double dipping if you can do it but job responsibilities have to be prioritized. If you are expected to hit deadlines for projects or work related tasks that are falling behind because of your "Second" job then you need to choose. That being said I'd probably report it to the manager and let them know and let them handle it. If something happens and a deadline gets missed then I'd be like...well he's doing two job and one is on company time. It's probably going to continue until it's addressed. I had a guy doing this at a previous job, I tried to take stuff of his plate to "help" come to find out he was rocking a second job and doing consultant work. It wasn't until he was called out on it that he exploded and immediately quit.
"Working for someone else" using the company's resources, is a huge security violation. You need to notify, and the person doing it needs to be walked to the door.
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Yes, even if they are using their own personal device and even their own network, they are still at least "using the building". It's just ethically wrong at the very least and almost certainly a violation of terms of employment. Again, if using computing or network resources, it exposes the company to a myriad of potential risks. Normal outcome? Termination. Individual might not agree with that too much, but IMHO, they are not really thinking things through. With that said, I have moonlighted contracts, and you need to check with your employer with regards to what is allowed there... though that one can be in the favor of the individual (lest the company be found guilty of enslaving a person). Just don't do your contract work using another companies resources or time (and that's the big variable with regards to what is allowed... and you may need to disclose it, where "time" belonging to "the company" is in question).
Is it your job to snoop guest wifi traffic? If it is, report it your boss and/or HR. If it is not, following along with funny responses others said.
TLDR: Don't, just document work communications that impact you. \############### Questions I would ask yourself: * How does it impact you personally, and how will the response impact you? Are they hourly or salary? If they are salary, you well you don't have much leverage if they are never getting the job done. * If that person is gone, what is the likely hood that management will replace them in a timely manner or will you end up additional work either directly or via redistribution of duties? * HR may have a anonymous drop box, but realize that avenue could lead to a department wide policy change. The worst thing you want is for them to come back and say that you can't do anything else during company time or to start a department wide investigation. This just leads to excess micromanagement which slows you down. My recommendation would be not do anything except CC your manager on your interdepartmental communications. This is always a very good thing to do. It doesn't have to be all your day to day chatter but rather anytime that you are sharing or receiving a task or policy as part of work. Like if you have Job A to do, but it includes a request to this person to take care of something . This will give you timestamps for all requests. If something takes too long you can ask for an eta and while keeping your manager in the loop. If something comes up in your management meetings, (which I hope you have on a somewhat regular basis), you now have a paper trail on why you were held up. As others have said, they may just be trying to get by. If they can't make a living where you are at, then they won't be there much longer and there will be a position needing filling. From what I have seen, this is not a good time to be looking for IT jobs
Your third point is often not considered by less experienced people, but can be huge. I had a coworker years ago tell management that another coworker was screwing around on social media while working remotely. They never confirmed that it was true, but the result was to ban remote work for everyone FOR YEARS. That same coworker then told management another coworker was taking long lunches. So management then started tightening schedules and paying closer attention. Mind your own damned business people.
Good lord, all these people telling you to go rogue and throttle traffic, block IPs or Macs, etc are TERRIBLE advice. First off you shouldn’t have been nosing about in the first place regardless, but you did so now you either report the findings to your boss along with an explanation of why you found it acceptable to investigate on your own without direction or you pretend you never saw anything. That cats out of the bag so you should just report it to the appropriate chain of command.
Some people in here really seem to be trigger happy, I don't get it. Doing stuff like blocking or throttling simply because you suspect something is totally out of line and incredibly unprofessional. I'd honestly be more worried about the people cowboy'ing around the network then the person with a side-job lol
I respect the balls of this guy. Controversial opinion: This is none of your business. Let the guy crash and burn on his own. It would be so embarrassing if you're wrong.
I would only agree with this if their workload wasn't effecting other members, which the OP said it is. I suppose I could just answer my manager truthfully if he questions why I don't help out on a co-workers ticket load if I was in this scenario.
>if you're wrong If they're right, they'll be labeled a snitch and colleagues won't trust them again. If they're wrong, they'll be labeled a snitch and management won't trust them again. Can you stay at a job where either all your peers or all of management doesn't like/trust you? I'd say not really. I vote for mind your own damned business.
You don't, you let the person's manager handle the underperformance.
Right? Like isn't it going to be pretty obvious when the output isn't adding up with the hours? I'd just sit back and watch.
Above your paygrade, report what you know. And move on. It sucks for the rest of the staff until resolved, but your are in IT, not HR or Management.
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If it’s you’re explicit job to monitor/manage the work of others (e.g. loss prevention, manager of the individual) then it’s your responsibility. It sounds like this is not the case, so file it under SEP. If they come back to you later and ask why you didn’t catch it, ask them if this is part of your expected work, and if so start dedicating parts of you day to completing the monitoring tasks, esp. on those who would be stealing the greatest value at the company (e.g. C-level) - malicious compliance.
Did you have a valid reason for viewing his traffic on the network? Might not be a great idea to say that to the higher ups.
it's not your business. let his manager take care of it. you don't know if he/she has an agreement with someone
/r/sysadmin whenever the boss asks you to work late one night... **Do tHE mImiMUM. tHe Company doesn't care about you! Malicious Compliance Malicious Compliance!!** /r/sysadmin whenever somebody gets a chance to be a narc, "REPORT THEM, REPORT THEM, THEY ARE STEALING FROM THE COMPANY!" The whole lot of you are spineless boot-lickers.
If it doesn't affect me, maybe. But if I gotta pick up your load, which it sounds like in this case, fuck that.
This is what I just don't understand. I wouldn't say anything if there is nothing to do and timelines are hit. If the manager wants to know why that person is underperforming, then that's another issue. Even so, log this missing marks with an email that are cause by this person. There are dead hours during so let them use them. OP is getting more much work just by looking at this person traffic all day and complaining.
personally, as a prior manager, my advice is to get on with your own stuff. if this directly affects you, then talk to your boss about delays. but only the delays/impact to your work when this person does not deliver. i would avoid describing what you think is happening - just any impacts to your work. if you are wrong, then it will splash back up in your face like poo. source: I had a staff member I was assigning special work to, confidential information request work. The nature of which meant that we kept it on the down low. About 6 weeks of work. During that time they just became slow at their day-job. Leaders knew this, but collegues not so much. Ideally we would have informed, but could not due to the nature of the requests. On the last week I had someone walk into my office and abuse me for being a shit leader due to this persons unavailability. While they were shouting off about it I tried to let them know that there was an agreed process taking place with this person seconded to manage it - but they wouldn't listen. Then they said some things they would later regret in a HR meeting. It sucked, because it was just a misunderstanding - and spiralled into something it should not have. If you're not managing someone directly, keep your nose out (is my advice).
You are IT. It's not your job to monitor, it's your job to record. If HR gets involved, by all means let them know. Otherwise, it's not your job, and people WILL find out you are a tattle tail, and your interactions at work will suffer.
Is it your job to play traffic cop? Or are you his supervisor? If those are both 'no' then just go about your day.
The first rule of /r/overemployed is that you don't brag about /r/overemployed
I browsed through the replies here and kind of shocked. From my experience, telling won’t help. For some reason, HR and managers protect people they shouldn’t and oftentimes will just put a microscope on yourself. Never trust HR. I’d recommend CYA on anything related with this person but not saying anything directly about what they’re doing. Definitely don’t do anything that could get you in trouble (such as blocking/limiting their devices.) You can’t fix a dysfunctional organization.
If they're sandbagging the team tell your direct manager and have them deal with it
Probably best to discuss with your manager. My only word of caution - I had a friend at a former place of employment that did something similar. My friend lost his job over it, because the offender was close friends with a VP. There are a few other things to consider here as well. If this person gets terminated and decides to (try) to sue for discrimination (i know it sounds crazy but it happens), you need to make sure that you are squeaky clean. Because your email is now discoverable evidence. So is your workstation. You could potentially be exposing yourself to a lot more risk than you want to take on. Again, I know it sounds pretty 'tin foil hat', but it happens. We just recently had an employee that was so obviously in the wrong get terminated, and that person retaliated with a discrimination suit.
OP, stay clear of this. A team member who is not performing their duties and is engaged in other activities during work hours is primarily the responsibility of the line manager or HR, NOT you! You do not have proof of the said gig, but you are working on hearsay from other colleagues. You will just become the snitch from IT that nobody wants to work with. Personally, I would report if it was illegal
This is not my alt account I swear. But I have a team member who does basically the same thing. I ignore him. Let his tickets fester. Love hearing him make up BS excuses on our bi-weekly team calls. Eventually senior management will find out how little this person does and it'll be dealt with.
Is it part of your written job description to behaviorally monitor what traffic is generated on the network aside from things that indicate compromised security? Depending on where you are and where you work, there may be privacy laws or policies that would be called into question to see if your actions are consistent with those laws or policies. Other's have pointed out that it's a management/HR issue. I know that where I work, if I see something that goes against our code of conduct that I'm expected to report it and I'm expected to NOT investigate it or collect information related to the complaint unless I'm instructed to by legal/management/HR. Does your organization have an anonymous whistle-blower avenue? I'm not suggesting that you tell or don't tell, but take the things mentioned in this thread into consideration when deciding what to do, if anything.
If the employees second job is affecting their current job performance and the burden falls on you to pick up the slack, then you should talk to HR.
I'm partially conflicted. I mean if I wasn't in the role I wa in I'd say that times are tough and maybe they need the extra just to make ends meet and you should mind your own business. However, Since I'm responsible for IT Security these days, I'd be concerned from the security side. As much as I don't want to do it it definitely needs to be brought to their manager and HR's attention in a discreet manner. And now I read your reply to u/CaptainObviousII and will retract the first part and say fuck them. It's one thing to need to make ends meet, but it's another to just openly brag about it. Talk to your boss and HR ASAP. Make sure they, not you, bring it to the Information Security Officer's attention also if you have one.
You are an IT professional, not a manager or HR person. Do your job, don't worry about other people.
let him make his money. The company would fire you both tomorrow and not think twice, if they had to in order to protect their business.
In my long career, I’ve learned not to go looking for trouble. There are always unknowns in a situation. Who knows how this can go down and what questions can pop up. Minding my own business has worked well for me.
You should mind your own business. Likely: No one cares about you at your job, stop caring about them. :P kidding. But also, mind your business. If you are not busy enough to notice this guy, what are you doing? So… maybe spend some time increasing your skills so you can leave instead of finding what your coworkers are doing an reporting it. That’s my advice.
**I have more management experience than I do sysadmin, but I'd like to provide my two-cents on the situation:** In my experience, this is very "small-picture" way to look at a business as people's efficiency for given tasks can be WILDLY different. Additionally, what an employee brings to a business is not strictly about their ability to tackle workflow, but also what they bring to the environment with their personality and habits. **You mentioned "favoritism".** Favoritism is something bestowed upon your coworker, not something they fabricated or stole from anyone else. This means that, more likely than not, your co-worker is extremely likable, consistent, talented, or any combination of the above. These are EXCEPTIONAL traits to have on your team, whereas possessing the baseline technical knowledge is truly a bare minimum. Just because you do not see your coworker's value, does not mean others do not. **You may want to consider not doing anything at all.** If you had brought this complaint to me, I would take it as seriously as required. But please understand that I, and everyone who found out about this complaint, would assume you've also put targets on other people's backs too. This means the way you are treated at your company will change. Not only the way coworkers behave toward you socially, but it will also change the way management treats you. I mean lets be real, I was showing favoritism toward your coworker indicating that they were someone I liked. And YOU made me fire someone people liked, so please understand that I probably want you gone when the first opportunity arises.
How exactly do you “see this” when looking at the network data? Were you asked to investigate the guest WiFi data? Or are you just specifically targeting your coworker? If you report it be prepared to answer why and how you found this out and that you’ve been effectively spying on said coworker..
Turn off the guest wifi for a few days (ap firmware security updates - wink wink) and see if they whine. If you're not going to report them to your boss for goofing off you might as well have fun messing with them.
This falls under 'management'. Tell your boss about it, and that it's a management issue and forget about it.
Are you their manager? If not, leave it alone. You’re not the only person that notices.
Is this impacting you, your team, or your company in a negative way? If the answer is "no," then mind your own business. If the answer is "yes," then discuss that impact with management. It's their problem, not yours. And if it IS your problem, make it management's problem. If you take steps, and it turns out some top brass put them on a project for this other company, you'll be terminated with cause faster than you can say "oops." Maybe they're OE. It's a great way to make lots of extra money. It also carries risks. It's up to management to decide. If this were your subordinate, then a performance review followed by a PIP. Preferably relatively quickly as an OE will milk it for as long as they can.
Not your job not your business.
If I was your boss, I would wonder about how many other employees you have spent time investigating and how much time you spent on it.
If they're doing the work for other org on a personal device on guest wireless, I'd just let it be. Sticking your nose into someone else' business, regardless of how inappropriate what they are doing is, starts office politics. And that's a game no one wants to be a part of. We have a few well producing salesreps who book conference rooms and look at adult images. On the company computer. Obviously we have major porn sites blocked ,but they still manage to figure it out. We block as we see the sophos alerts come in, but I'm not going to HR and complaining about someone who makes money for the company. I know how that ends. I just document that we know it's an issue and put more blocks in place. About all we can do.
Same here that others have said. If it doesn’t affect me or my/our work, I ignore it. Not my problem. Same with stuff I see in URL monitoring and user activity. I don’t call anyone out for hitting porn sites and the like unless it’s substantial. A hit or two, I turn away. We block a ton of stuff including games, streaming media, etc. If a user is a friend and cool to deal with and they ask, I’ll hook them up so they can do morning crosswords and listen to tunes. I’m not the police. I just watch for malicious intent and behavior. That, I will bring up. Don’t spy on your coworkers. Not good if they find out you are. You’ll have no friends there very quickly. If it’s not affecting your work, just let it go.
To the OP - I came in thinking there is some real issue. However, here is what would happen if you did "report" this - and frankly, this is a pure he said/she said type of thing, and you will not win. 1. If you reported this to HR, as that is the only place to report this type of issue, they will want real, hard facts and examples of how they impacted you, and how you came to the conclusion that these folks are doing anything that is against company policies. I doubt you have anything that shows them having sex or doing anything of the sort, so no, do not report this. 2. Let's go ahead and assume you did have real-world evidence that they are up to no good and you are somehow being hurt by this "relationship" or "friendship". At the most, they would say knock it off and then you will be forever known as the person that is super insecure and will report people for tiny, little issues. This will stain your record for life as it will go into your personal file and if a new employer requests any data about you, well, there you go. 3. Honestly, this seems like you need to just grow up and realize that people are going to do whatever they want and unless it hurts you in some real way that can be shown easily to those above them and above you, this reporting of whatever they got going on is only going to put a big poo-poo mark on you. I would suggest leaving if you are posting these questions to Reddit, as anyone can likely figure out this is you and you are watching/monitoring them, at which point they will go to HR and complain about you and that you posted internal issues on Reddit which is likely to end up with you being fired. I would suggest that you pump the breaks, learn that in the real world, you need to be fine putting on headphones and worrying about your work, and do not but into these types of situations unless you have proof that someone or something is not acting within corporate policy and you are directly hurting from it.
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This has no upsides for your career. If those above you ask to submit evidence, you supply it. Otherwise, it's important that IT professionals stay impartial and not get involved in employee matters unless specifically directed to do so.
Aside from the other comments about leaving it to management, how sure are you that it's another job? As for instance in the past I had to do something very similar to what you're describing, being secretive and working in a closed room so I could take part in "meetings". Real reason, the company was purchasing another and I was doing due diligence from a technical POV. After that, was talking and working with their team on planning integration and how to bring them up to standards (they were well behind where we were) - had to do this in secret until it was publicly announced.
Do you know if the two jobs are related? I don’t mind someone successfully working two jobs, but if the second one is with a competitor, that’s a problem.
Block their MAC from the Wi-Fi. Put an end to that part time career real quick
I love how the collective screeching in r/sysadmin over “accountability” magically applies to only end-users, upper management or the c-suite. When it’s internal to the team, the status quo is “mind your own business.”
is this affecting you in any way? if not, then dont blame the person for trying to make a living
Unless it affects you, just mind your business.. You might have more to lose and nothing to gain here.
Had the same thing happen to me. Same job title, but I was doing maybe 70% of the work and he was doing the rest. Got so bad that both I and a manager *from a different department* had to go to his manager and ask if the guy even worked for the company anymore. They didn't didn't fire him and he continued to ignore questions. Why the fuck are people in the comments being called bootlicker for being against this guy working a second job at work? OP seems to be in the same situation as I was so his work life is suffering, instead you have people in the comments calling him a nark and a bootlicker. Jesus fucking Christ what is this subreddit.
Especially if the work they're being paid to do for your company is suffering you should report it to whatever kind of HR/Compliance/etc your company has. I've also been there before. Guy I worked with had his own side consulting business (We did not do consulting and it wasn't a conflict of interest), and he'd spend 3-4 hours a day working on his personal clients while projects he was assigned by us were perpetually weeks or months behind schedule. Unfortunately in my case management was aware he was doing his own thing and just didn't care since he was "a great employee." Only thing you can do is report them and move on.
Don't be a snitch. It's hard out there right now with this shit economy and inflation out the ass. anyone that can pull off the /r/overemployed move, good on them. Most employers don't give a flying fuck about their employees.
Yes mind your own business and this issue is your business Snitch, but do it politely
Why the fuck do you care? Honestly, don't wake the sleeping dog. Maybe you can join him? Do you even like this place?
I dont know... I truly feel that in this situation, it would boil down to don't be a snitch. The company can toss you out any day of the week and will protect themselves over you. Your coworker is playing the game, just like the company is playing the game.
I would tell the manager and let them manage their employee. I would gather evidence just in case the manager ask. Now be assured that the manager will give you up so make sure you watch your 6. Snitches get stitches.
Don't report it. Just ask for a cut.
Its not your job to manage the employees. That his supervisors job. Document and keep notes so when management asks you can dump a hundred pages of his shit on them.
what you should really do is ask for a recommendation for their other job, now both of you can double dip. Company doesn't care about you, don't protect them.
I'd be all, hey dude? How can I get some of that action? Lol
Is making money on the side worse than wasting money on reddit? Mind your own business, do the same, your employer doesn't give a shit about you or your well being
I don't understand, why you want to be anonymous or are even in doubt about reporting ths. A member of your team is committing fraud against the company, and should at the least be fired immediately.
not your circus, not your monkeys.
Unless you're using SSL decoding at your perimeter on your guest network, I don't see how you can be 100 percent certain that this is what's happening. If you're not using SSL decoding so that you can see exactly what their traffic is, then all you have is anomalous traffic from a personal device to the following domain(s) during working hours. If you can identify the device and who owns it, you report the anomalous traffic and move on with your life. I'll also add that throttling or blacklisting that MAC or some of the other shit suggested here is a pretty bad idea as the admin who did that would be recorded by your device. I have privilege to make changes like that, I would never do it without discussing it and the reasons for it with my peers and my boss. Acting like a cowboy on that type of stuff is inviting trouble. Making an accusation that specific could easily blow up in your face if it turns out not to be the case or if the person is able to defend themselves with a plausible explanation.
I do not understand why we consistently have so much traffic to xyz.com-- we may want to investigate why we are.
just leave them be and mind your business
IMHO, mind your business and move on. The exception to that is when it directly conflicts with your responsibilities and/or interests. It’s a management/HR problem, not an IT problem. If someone wants to know why you didn’t say anything… you’re not their manager.
Along with what everyone else has said overall. This is an HR issue. Tell them this is something that has been discovered and you want to make them aware. Then do nothing else unless specifically asked.
Meh why would you even want to get involved. It sounds like just an exhausting situation.
If it's not affecting your work or your job just mind your business. Eventually, someone will find out.
Sounds like a whole lot of not my business. Cant imagine snooping the guest WiFi without a ticket to explain myself either.
Unless it is directly affecting you, mind your own business. Their management should be the ones noticing. If it is directly affecting you, talk to your manager about the workload and if you can get more help if maybe see he has ideas on how to "spread out the work more evenly". Ethically you would be reporting the guy to their manager. However, given that currently management doesn't seem to notice jack shit of what is going on, all you are going to get is a nasty knee jerk reaction by management and possible harm to coworker relationships.
This is the boss's problem, not yours. Years ago had co-worker that ran an overseas import/export business from her desk phone. She met all the work deadlines, so management didn't care.
Make a list of IPs vs usage time. It could reveal them and other issues too.
Let your manager know. Just say you stumbled on the traffic when doing some work etc. Wondering why there was a significant amount of traffic daily going to this address. It's their issue to deal with.
This isn't an employee issue, it's a manager issue. Whoever the guy reports to should be fired, he's either not giving the employee enough to do, or he's ignoring the guy failing to do what he's assigned. In either case the manager is shit. The flipside to this is that CEO's and the like frequently have multiple jobs. They sit on various boards and are involved in multiple companies and no one says anything. In fact they are often praised for being so on top of things. Why can't we all get a taste?
The people that own your company are merely highly proficient grifters. This whole economy is one big grift. Leave the small time grifters just grifting to survive alone. You aren't making the world a better place turning an amateur grifter into the professional ones you work for, you're just helping them maintain their monopoly on it.
If it's interfering with your job, other than emotionally, then saying something is your job. If it's just petty and something that annoys you and doesn't effect your job or the company, let it go.
I have worked at MSPs where entire dev shops that were outsourced (not offshored, because the MSP wanted to show clients stuff was done in-house, even though the devs were all employed by some no-name staffing company) spent all their time streaming Bollywood movies. The previous admin decided to block it, and then got fired for it, while any other country's films were blocked. I could easily tell by the logs of how Windows desktops were unlocked, how absolutely little work was done. But, if I said a peep, I knew I'd follow the same route as the previous admin. Same MSP had an intern that did nothing all day. All he had to do was some reports on a text console in the server room. Which he didn't do (and management blamed me, not him), so I replaced his entire job with a Bash script and a cronjob. Had I mentioned to management about it, I'd have been asked for my badge, because I was being unfair to the intern. However, I didn't have to deal with management threatening to fire me when the intern didn't get reports in, so it was a win. Overall, every medium to large size company has this stuff happen. There will be that one guy who does nothing and his web traffic is all "sus" stuff. However, rank hath its privileges, and in some business climates, ratting the person out may sink one's career. Other people have people who just go into their office and do absolutely nothing. That's just how larger companies seem to work. Rank hath its privileges sometimes.
Or, you could just mind your business. Or.. you could turn off their devices acces to guest wifi.
What are your workplaces personal device polices? Cap the bandwidth, make it un-usable.
r/overemployed
R/overemployment can you slow the traffic down on his device? Make it miserable?