![]() "If you called in during the day and said you were ill, and he looked at your Instagram or Facebook and saw you at the beach drinking and partying, he has evidence. "It is up to the boss's discretion, but he would have to prove you weren't sick in this instance," said Lillian Glass, Ph.D., author of The Body Language of Liars (Career Press, 2014). It found that 40 percent of workers called in sick in 2017 when they weren't, compared to 35 percent in 2016. "Who's to say that they didn't have some kind of bug in the morning that cleared up?"Īn increasing number of workers call in sick when they actually aren't, according to a 2017 CareerBuilder survey. But in the case of a suspected lie, workplace experts recommended that employers double-check the facts before firing the employee to avoid a wrongful termination lawsuit.įrom an employer's perspective, should there be a difference between a white lie-meaning one that appears relatively harmless or trivial or is only partially untrue-and other lies? For instance, in the case of the worker who phones in sick and then encounters her manager that evening at a concert, should the manager assume she lied? ![]() Technically, an employer can fire any at-will worker at any time, for any reason. "Wanting to terminate so soon after a performance review, five days is not enough time." "I would not terminate for performance, as he has not been given enough time to make improvements," wrote Tracy Falknor, SHRM-CP, an HR professional who agreed to allow her SHRM Connect comments to be used for this article. Other respondents cautioned the poster to double-check the facts surrounding the case and to give the employee adequate time to improve, since he had been on a performance improvement plan for only five days. Many of those responding to the writer's query advised firing the employee. The poster asked for advice about what to do. The same worker had been placed on a performance improvement plan five days earlier, and the poster noted that his behavior didn't seem much better. The SHRM Connect discussion arose after one HR professional told of a worker who said he'd met with a client, but he hadn't. "Most lie about benign things, like tall tales about their family or what they did over the weekend." "I hear about liars all the time from my clients," said Traci Brown, a body language expert and author of How to Detect Lies, Fraud and Identity Theft (Traci Brown Inc., 2017). Respondents on the online chat and workplace experts interviewed for this article agreed that there are varying degrees of lies, and employers must consider that when deciding whether to discipline a worker for being deceptive. And it was clear that opinions were mixed. Later that night, you bump into her at a concert, and she seems just fine.ĭid she lie to you? And if she did, is her deception grounds for firing?Ī discussion on whether to fire a worker for lying surfaced late last year on SHRM Connect, the Society for Human Resource Management (SHRM) online discussion platform for SHRM members. Let's say your worker calls in sick on Monday, claiming she's got the flu.
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