Termination and disciplinary of liars at work
Student’s name
Institution
Introduction
Many employees might rise up late, and for them to cover up, they do pick up their phones, call or text their bosses, giving them irrelevant reasons for them not being at work. For that incident of an employee calling in sick on Monday, claiming she’s got flu, later that night the employer does see her at a concert, and she seems just fine, these are some of the measures the employer should take, follow and consider when deciding whether to discipline or fire the employee.
In that case of an employer bumping into an employee at night after having called in sick in the morning, is not enough reason to fire her. It does happen that one walks up feeling so sick, and after sometimes, or let’s say after having visited a hospital, or even taken tablets, she feels better. Sickness isn’t made to go on all day long. It is something that can cool done. Employers, therefore, are required to check on the works day routine, if it means following her on the media, or physical, as long as you find evidence to accuse her of, within a short period of time.
Employers should also look at the degree of the lie; lying about being sick isn’t a big deal compared to someone lying about something that might affect the company’s name or even production. For example, an employee who does lie that the process of manufacturing was successful when it wasn’t followed, can grave the company, or even destroy the life of consumers of the products that came out through that wrong process, or temperature, since lies cover it up. This is a kind of lie whereby the employer does look at the time wasted, energy, and even money that has gone to waste, and decides to fire the worker.
However, when it comes to decision making, there are some of the guidelines that an employer should consider before making the decision of whether the employee deserves a termination or disciplinary action from the lie he/she has done. A good employer is one who does make a follow-up, to confirm the information brought on her desk concerning employee’s lies, by a supervisor or a customer. This is helpful since many workers do collide with the supervisors in the field, and since one is above, the information is brought in the form of revenge. Issuing of company’s policy to the workers does make work simple when deciding whether to fire or discipline an employee since he/she already knows what actual policy says.
An employer is also supposed to be prepared with evidence, and a witness should be there. The evidence to show that the worker did lie, and this is the proof on the table. When the witness is present, he/she can later verify the agreement made during the conversation. It also allows the employee to express herself. This shows fairness; the employee might have a point of view, which is, she might admit the mistake, or give a point that might need you to have a further investigation done.