Dishonest workplace absences are nothing new. In fact, over 30 per cent of employees have called in sick when they’re not actually sick, according to a national CareerBuilder survey of more than 3,400 workers across varying industries and company sizes.
Outside of one-to-two day medical leaves, what can employer’s do when faced with a long term medical leave of absence that might be fraudulent?
Back to Bob Smith, for example. There’s no debating that Diane Jones does have a new Disney coffee mug sitting on her desk. But how should the employer handle the situation?
Before accusing Bob of ditching work for the theme park, first verify what is correct and current:
- Is it possible Bob ordered the gifts on line?
- Is it possible the gifts had been sitting in Bob’s closet since his last vacation?
- Were the gifts really even from Bob? Is there nefarious intent on the co-workers part in revealing this recent ‘gift’ information?
Unfortunately, most employers don’t have the time or the resources to enact detective-like investigations when determining the legitimacy of absences. The key in these medical leaves is to look at the surrounding circumstances to determine if the