‘Sick day’ turns to vacation scandal

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I am a senior accountant at a renowned accounting firm facing disciplinary action after calling in sick, only to be seen vacationing at a luxury beach resort on the same day. I reported flu-like symptoms to my direct supervisor, who permitted me to take the day off. While returning home, I was contacted by a friend who required urgent assistance in preparing for an accounting exam. Understanding the importance of responsible professional conduct, I initially declined due to my illness, but she insisted, explaining that she had booked a quiet study environment at a beach hotel. Prioritising my health, I purchased medication and proceeded to the location, where I assisted her while resting. After two days of feeling unwell, I returned to the office. To my surprise, pictures emerged of me enjoying a buffet by the beach. I discovered my friend had posted them on her social media, thanking me for my help. The photos shared on social media reflect a brief moment during the study session and do not accurately represent the nature of my sick leave. At no point did I misuse my approved time off or engage in activities inconsistent with the sick leave. The managers found out, and I am now in trouble. Will I face legal consequences? Please help me.
AM, Tanga

This is a tricky situation that illustrates the impact of social media on our daily lives. Companies typically grant sick leave for legitimate health issues, not personal getaways. In such cases, misrepresenting an illness can amount to dishonesty or fraudulent conduct, possibly leading to disciplinary measures, including a formal warning, suspension, or termination. Tanzanian labour laws recognise fraudulent behaviour as grounds for dismissal.

The Employment and Labour Relations (Code of Good Practice) Rules, 2007 outline the grounds for dismissal when an employee has committed serious misconduct, such as fraud, gross negligence, or absence from work without permission. Nonetheless, dismissal must be fair and lawful, meaning it must be based on valid reasons and follow proper procedures. If what you have said is correct, then explain this to your manager and the human resources officer to find a solution. If the matter escalates, consult your lawyer for further guidance.