Posted on: Oct 10, 2013

An employer who wanted to contest the truthfulness of an employee’s stated reason for taking sick leave successfully applied to the Employment Relations Authority for permission to put the employee’s Facebook pages recording the employee’s activities on the relevant dates into evidence. The Authority concluded that the evidence (although not available at the time the employee was dismissed) was relevant to the assessment of remedies, including the possibility of reinstatement, and allowed the evidence to be admitted.



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