Before you start an absenteeism survey. A sick employee is very annoying. This could cost the company a lot of money. In addition to the fact that the sick employee must continue to be paid, you may also have:
When it is suspected that the unlawful absenteeism this can increase the pressure even more. This is unacceptable for you as an entrepreneur, but also for colleagues. The Department corporate investigation van Strongwood has a lot of experience in doing absenteeism research.
Do you suspect that the employee not 'really' sick is?
Do you suspect that the employee is not really ill? For example, do you get noises from third parties or previous experience in the employment history? Just to remove that doubt, so that there is no extra pressure or a sick working atmosphere, it is worth having an absenteeism investigation done. In many cases there appears to be a kernel of truth in the suspicions that play a role. Many investigations that we have done have resulted in a sick employee. Worse still, who even performed work elsewhere during sick leave to earn extra money in this way.
Do not let your company, but also colleagues, be the victim and initiate a sickness absence investigation.
Unlike many occupational health and safety services, we act practically and directly. We only focus on factual circumstances. By means of, among other things observations we check whether the employee is really ill. Or that he doesn't seem to be enjoying his 'free time' or is even doing other work. Of course it can also be the case that the employee is indeed ill and no form of absenteeism fraud is seen at all. Then it has research in any case, can remove those doubts and in that respect peace will return to the workplace
Unfortunately, in practice it has often turned out that the sick employee, who is suspected of fraud, actually works for a competitor, is doing odd jobs or is starting up his own company. The latter could of course also lead to the loss of customers because, for example, the employee offers the same service for a lower price.
How do we do a absenteeism research?
First, we will ask for a permanent contact person within your company. In general, this is someone from HR or the board. Afterwards, we will of course ask for the necessary information about this sick employee. We will do a short check whether you as a company have a legitimate interest in conducting an investigation and of course whether an investigation is feasible.
In general, but of course every case is different, we draw up a thorough observation plan to observe your sick employee. In general, this concerns about 1 or 2 weeks of observation. Why that is? There is only talk of indisputable proof if at least three observations are made on three separate days. We have experience in this type of business since 1997 and believe us, this is absolutely necessary to have strong evidence against absenteeism fraud and to be able to proceed to a valid summary dismissal for your company.
After establishing the unlawful absenteeism, we will schedule a meeting with the employee in question in the context of the mandatory interrogation. The employee is therefore confronted with his actions and is of course allowed to respond to them. Nine times out of ten, this conversation results in instant dismissal or dismissal based on a settlement agreement. Of course, the approach differs per company and per sick leave case.
Do you have a suspicion of such absenteeism fraud?
Please contact us so that our investigator can advise you immediately. In addition, an action plan will soon be drawn up so that the research can start quickly. Strongwood is of course also available outside office hours.
Did you know that the research costs can be recovered from the employee? This can of course come in handy if you have to make a final settlement.