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Today, many employers are willing to take a stand against workplace fraud, but lack the resources to deal with these sensitive issues.  Issues most likely to plague the workplace are fraudulent Workplace Safety Insurance Board (WSIB) claims, flagrant absenteeism, drug and alcohol abuse, theft and racial/sexual harassment.

The most costly issue for employers can be suspicious WSIB claims. Whether an employee is truly unable to return to work may be an issue. WSIB claims can seriously affect the premiums employers must pay.  Moreover, WSIB has placed a heavy obligation on both the employer and the employee to facilitate a return-to-work program.  Failure to comply can result in serious financial penalties.

Employers can become aware of suspicious claims in a number of ways.  Perhaps the most common occurs when an employee’s absence is much longer than anticipated.  This can be accompanied by an apparent reluctance on the part of an employee to co-operate with the employer.

A second common source of suspicion can be comments from third parties (e.g. co-workers) that the claimant has been seen engaging in activities inconsistent with the injury.

What can a company do when red flags surrounding a claim create suspicion?  The services offered by a private investigator can effectively reduce workplace fraud.  But beware, suspicion alone, albeit grounded, is not sufficient to engage the services of a private investigator.  The following guidelines should be strictly followed before surveillance services are requested:

  • Were other alternatives considered before surveillance was ordered?
  • Were there reasonable grounds for suspecting fraudulent conduct by the employee?
  • Was the employee’s disciplinary record taken into consideration?
  • Would the video surveillance contravene any terms of the collective agreement?
  • The surveillance must be carried out with as little intrusion as possible and must not infringe on the employee’s right to dignity.