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Here's what to do if you suspect Julia's medical certificate is a fake

by , 06 November 2014
Sick leave abuse is on the rise and companies lose billions yearly because of it.

Nowadays, employees are so brazen they even present fraudulent medical certificates.

So the question arises: What should you as an employer do, if you suspect your employee, Julia, gave you a fake medical certificate?

Read on to find out the answer so you can deal with sick leave abusers effectively before they bring your business to its knees.


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Do this if you suspect Julia's medical certificate is a fake

 
According to the Labour Law for Managers Loose Leaf Service, if Julia's medical certificate provides inadequate information, or if you think it contains dishonest or fraudulent information, you're well within your rights not to pay for the alleged sick leave.
 
In addition, you can institute disciplinary action against your employee.
 
Just remember, you can't discipline on the basis of suspicion, you must have evidence.
 
So if you strongly suspect Julia's medical certificate is a fake, investigate.
 
You can easily check whether a doctor's certificate is forged by contacting the doctor and asking him to verify the certificate's authenticity.
 
Note: If you suspect the doctor has issued a certificate when your employee wasn't ill, you can report him to the Health Professions Council of South Africa.
 
As a general rule, you should also, as part of your efforts to curb sick leave abuse, develop a clear policy regarding absence due to ill-health and make sure your employees are aware of it. Make it clear that you only accept medical certificates that comply with the legal requirements.
 
Knowing what to do when you suspect your employee's medical certificate is a fake will help you deal with sick leave abusers effectively.

PS: For more information on sick leave, check out The Ultimate Guide to Sick Leave
 


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Comments
1 comments


Edwin 2014-11-11 07:51:35

What happens if an employee exceeds his sick leave allowance, but is genuinely ill? Can the company deduct the days over and above the legal allowance?

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