Woman Fired for Calling In Sick, Then Using Facebook

slfisher 0 571 Views

A mainstay of situation comedies is when one of the characters plays hooky at work to go do something else -- bowling, watching a ball game, going to the movies -- and gets caught. Never fails.

Now there's a new wrinkle for them to try.

Reuters is reporting that a Swiss insurance worker for National Suisse lost her job for being seen surfing Facebook after calling in sick and saying she could not work in front of a computer as she needed to lie in the dark.

National Suisse emphasized the firing was because the woman had lied, not because of anything she'd done on Facebook -- an important distinction to make, because some people have lost their jobs based on things they've done online.

The woman accused her employer of spying on her and other employees by sending a friend request that allowed access to personal online activity, which National Suisse denied.

Expect to see it -- "ripped from the headlines" -- on television soon.

Dani AI

Generated

This discussion surfaces a common, evergreen conflict: personal social activity can create real workplace problems when it contradicts an absence claim. Building on points from , and , the notes below focus on practical steps that protect both employees and employers without re-stating the news item linked in the thread.

For employees: keep clear, dated records of any sick-leave notifications (time-stamped calls, messages, doctor notes where applicable). Avoid posting online anything that directly contradicts a stated medical restriction; privacy settings help but are not foolproof. Keep strictly separate personal and professional accounts when possible. If discipline or termination follows, preserve evidence (screenshots, copies of messages, employer correspondence) and request a written reason for the action; if wrongful-dismissal is suspected, seek local legal advice or a labour-board consultation—laws differ by jurisdiction.

For employers: have a written, easily accessible policy on sick leave and social-media conduct, apply it consistently, and document prior warnings and performance issues so a single incident isn’t used opportunistically. Investigations should respect privacy and legal limits; avoid covert or invasive monitoring and get HR or legal sign-off before terminating an employee for off-duty online activity. Give the employee a chance to explain and use proportionate discipline.

Practical help for rehiring: as offered, focus on rebuilding reputation—coach on neutral, truthful explanations for gaps, gather strong references, clean up public profiles, and emphasize skills and measurable accomplishments in applications. The core takeaway echoed across the thread: clear documentation and honesty protect both sides.

Member Avatar for ChiefLee
ChiefLee 0 Light Poster

That's too funny! As an employer, I figured out a long time ago that no matter how much an employee likes you, they'll lie about missing work. Just can't take it personally.

Chances are strong that the employer was already WANTING to fire this employee, and just took this opportunity as "cause".

Member Avatar for Lizzy Cork
Lizzy Cork 0 Newbie Poster

It is funny hearing this kind of story. But also, it so sad why she has been fired? I want to help her to find a job which will fit her interest and skills.

Thank You and Good Luck!

Edited by Dani because: Plug snipped
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