Consider this scenario: An employee requests vacation time, but unfortunately you need to deny it. Then, surprisingly, the employee calls out sick for those same days you denied them as vacation. A bit suspicious, right?<\/p>\n\n\n\n
Suspicious circumstances like that are not uncommon in the workplace, and many employers believe they cannot request proof or a more detailed explanation from an employee to justify the absence. Alternatively, employers may react inappropriately to absences they believe to be suspicious, demanding information they are not entitled to or disciplining the employee. This can lead to liability under human rights legislation or employment standards legislation if the absence is legitimate.\u202f <\/p>\n\n\n\n
It\u2019s important for employers to appropriately handle suspicious circumstances relating to time off. Let\u2019s look at some conditions when you may be confronted with suspicious absences, and the strategies and practices you can use to address them. <\/p>\n\n\n\n
A job-protected leave is an entitlement that lets employees take a leave of absence and return to the same position. Examples may include: <\/p>\n\n\n\n
Generally, an employee\u2019s request to take a job-protected leave is accepted in good faith, but circumstances might make the leave request suspicious.\u202f <\/p>\n\n\n\n
The timing of a leave request could raise a red flag, but it still may be valid. You may want to have a close look if, for example, the request occurs immediately before or after a holiday season, during the summer months, after a vacation request has been denied, or a re-occurring time every year. <\/p>\n\n\n\n
The most common type of leave requests employers receive are medical. As an employer, you have the right and entitlement to reasonable medical documentation that clearly shows why the employee needs the time off, such as a doctor\u2019s note<\/a>. Be sure the note is not vague as to the reasons for the requested leave, which may raise a red flag. Be aware that you are limited as to what sort of information you may request from the employee. <\/p>\n\n\n\n When you suspect an employee\u2019s request, you should not address it while the employee is away, but either before their leave or upon their return. There are many steps involved when investigating a suspicious absence. They can include, but are not limited to: <\/p>\n\n\n\n When it comes to suspicious employee requests or absences, remember to: <\/p>\n\n\n\n Let\u2019s look a few examples Citation Canada, formerly HRdownloads\u2019, advisors can also advise and help you with. <\/p>\n\n\n\n4. Investigating suspected abuse\u202f <\/h3>\n\n\n\n
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Reminder <\/h2>\n\n\n\n
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Situations <\/h2>\n\n\n\n
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