Do anyone know what is the right wording for a employee changes the dates on his medical certificate
We phoned the doctor and he only gave him one day of but the employee change the date to 3 days.
He never phoned in to let us know he is not coming in to work
the doctor will give us a report with the right dates on his certificate
What is the right way to handle this matter it is the first time I have to deal with this sort of problem
Normally it only bad time keeping
thanks
It is illegal. If the date was wrong only the doctor may correct it. If the doctor doesn’t know about it then you can consider it as “falsifying documents” I recommend you get a lawyer to tell you exactly what you can do and to give you advice on what can be done.Do anyone know what is the right wording for a employee changes the dates on his medical certificate
If you have a policy against such things you do not need a lwayer. Just follow the policy. The is "misrepresentation" and depending on the severity it is a dismissable offence.
a warning to everone: Please put your company policies and procedure in place so that employees know exactly what the policy is surrounding issues within the workplace.
Where does it stop
the normal summery of act is on a board in the tearoom
but nothing is mentioned about fraudulent your medical certificate.
Falsifying the medical certificate is a clear act of fraud. What needs to be established now is purpose.
Once you have established that the certificate was indeed changed, the next question in the disciplinary enquiry is "why?" Exactly what disciplinary action you should take is going to be pretty dependant on the answer.
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That is truly a commendable answer Dave.
Finding out why the person did it? Well normally I would just escalate without giving a second thought about the scenario. Perhaps I am too inhuman, what is needed here is an inquiry to establish motive and if you feel that the severity is not worthy of action just a written warning may be enough...
A degree of leniency perhaps?
Like you said it all comes down to the answer.
cool stuff.
Dave, sorry if I sound like a dragon lady, but quite frankly, if I employ a person who "changes" a medical certificate, my next question will be what else can this person "change"? Fraud is fraud, a variation of the degree thereof should be of no consequence. Far too many white-collar crimes start with something a simple as changing the date on a medical certificate.
Dave A (21-Sep-09)
My original thought was "intent is relevant." But your point is well made, Morticia - there is also an issue of integrity here. My counter would be, not all positions require impeccable integrity (although it's always preferable).
Maybe I should add this, then:
Exactly what disciplinary action you should take is also going to be dependent on the person's position and role in the company.
Ultimately I would think the decision is between immediate dismissal and final written warning. Does the person deserve a second chance? Can the company afford to give this person a second chance?
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Fact is you need to investigate, look at the severity and plan for training of another person to take this person’s place if you are planning to dismiss that person. Most important of all back track all documents and dealings done by this person. Make sure there is no other damage.
The way I feel is to dismiss him
But I phoned the RMI and they suggest that he must get a final written warning
Apparently in court it will not been seen as bad as fraud.
This employee received his notice for the disciplinary hearing on Friday and didn't sign it and yesterday again he stayed out of work
I've got the feeling I will not see him again.
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