The union argued the employer tried to set up the employee. However, just cause for suspicion of a worker's claim can warrant unusual methods. The arbitrator held that the employer suspected sick-leave abuse prior to its decision to conduct surveillance due to the worker's previous behavior. Alleging fraud can also backfire. An employer will find it easier to pursue a case of sick-leave abuse rather than fraud.
Most workers have access to company-provided computers.
These computers provide workers with the means to communicate with the outside world through email and the Internet. Workers and employers often forget, however, that a message sent via email from an employer-owned computer can have the same effect as a letter sent on employer stationery. Consequently, it is important for all employers who provide computers for workers to adopt computer-use policies. Such policies can be integral parts of defense to legal claims brought by workers. Workers often forget that the computer is employer-owned property and must be treated as such.