Quote:
Originally Posted by HRLINE
However, I have also been included on those 'email chains' where employees have been caught out faking sickies due to their facebook updates, would this be creditable evidence?
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I would think you could present that evidence to the employee, ask for an explaination and take it from there. If they've got a good reason then you can put it to bed, if they don't have a good explanation - well then it's up to the underlying policies or Award etc on what actions are available. For example, one thing I do remember is that if an employee wakes up "ill" and are better within an hour then unless you make it explicitly clear to an employee that they are expected to return to work at this point, then they can legitimately go to the shops etc...
I'd probably err on the side of caution though and be more-than-fair to the employee where possible. Sick leave stuff is pretty grey IMO!
