As a business owner, human resource specialist or manager you may have had to deal with employees who claim injury or disability in order to get out of working. While there are many legitimate cases of worker injury there are also many cases in which the worker is lying, or cheating the system. In the latter case you end up paying this employee a portion or even all of his salary but he does not come to work. Clearly this is a frustrating problem and while you can often sense which employees are lying, you cannot accuse them of doing so without proof. My suggestion to you is to invest in a private investigator.

If your firm is large enough you may even want to have a private investigator on your staff, but in most cases it will suffice to have a good one on call for when you need him. A good private investigator is one who you can trust, one who does not charge exorbitant fees and, most importantly, one who works quickly.

When one of your employee’s claims to be sick or injured and you have an inkling they are lying, go ahead and contact your predetermined P.I. You will give the investigator any information you have on the worker such as his home address, relative’s names, doctor’s name and the nature of the illness or injury. The doctor’s name is important because the investigator can look into whether this medical professional is known to give out bogus sick notes. The nature of the illness or injury is important as well because the investigator will be searching for evidence that the worker does not truly have this medical issue. For example, if your worker claims to have broken his ankle and your P.I. takes pictures of him jogging or bicycling you are in luck. If the P.I. finds him going to the movies, this does to mean his ankle injury is fictional. If your worker claims to be in the hospital then he should not be seen anywhere but the hospital. Details are important here, especially if you want your P.I. to get back to you as quickly as possible. Fill him in with any and all details you have about the case and then let him do his work.

Once the investigator comes to you with information on the worker you will need to review it in collaboration with human resources. If a union is involved the issue is trickier and you will probably have to meet with them as well.

Upon completing the necessary paperwork with HR, unions and other relevant employees you will want to approach the worker carefully. In many cases it is best to have a lawyer present. As you can see this is not an easy or inexpensive process and should thus be reserved for cases that are costing your company a great deal in expenses. A worker who claims to have the flu for a week is probably not worth the effort and expense of a private investigation. One who is planning to be out for several months is a better candidate for this procedure.

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