The one thing this thread has taught me is that there are a lot of people in the world I could not work for.

Patrick-my wife hasn't been feeling well the past few days. Sorry for the lack of response from her. I had her read this thread, though.

In her words> it would be nearly impossible to have a handbook policy that you cannot lie to your supervisor.

Now, "falsifying company documents" could be used to administer discipline an employee.

I fired a guy back at the vending company for lying to me about his MIL dying over the Memorial Day weekend. He had a history of questionable excuses so I investigated his claim.

When confronted, he admitted to the lie. I don't recall the exact work rule we used but it wasn't lying. The union attempted to defend him but lost.

At Stericycle, I hired a great gal that quit on me after 89 days. Came in, left a note on my desk about she "didn't sign up for this", "no time for family", etc.

She filed a lawsuit seeking compensation because, in her words "the job was more than she expected". HR manager and I discussed this at length and I sent her all DOT logs, ETime reports, and the letter she left.

The suit was dismissed because we provided the job description and all other docs to support our side. As her manager I worked hard to help her work smarter so she didn't have to put in crazy hours as I wanted her to succeed with home/work balance.

What I found out later is that because she went from part time work to full time she lost benefits from the state and that caused her to lose money coming in.

Apparently, she would have preferred to not work(at least full time) and make good money and instead receive state funding.

Better to find that out while reading PPOT than while at work.

Sorry to hear about your wife. I hope she feels better soon.

Hmm...
The disciplinary procedure requires that every step be made in writing. The written report of this person's reason for being late includes the account of the car accident that didn't happen. It sounds like stretch, but I suppose that could be falsifying a company document.
It is frustrating that an employer has to jump through all these hoops to accommodate an employee's bad behavior. Live and learn.

What is wrong with simple honesty? A few years ago we had an intern who was "sick" the Friday before Memorial Day. Then she posted the account of the four day Memorial Day weekend trip she took with her boyfriend on Facebook! Needless to say her internship didn't become employment.

Bingo! The written reason for being late on the day in question was falsified.

I would present this to your HR manager and let them decide if it is worth sending to the UI arbitrator. It may not change the decision, however.



I hope my wife feels better, too. She is miserable when shes sick and nothing I can do will fix her.