A company I work with employs a member of staff as a security officer who works on night and weekend shifts. When he joined early last year he gave as one of his references his current employer, where he had worked for 10 years.

It has now come to the company’s attention that the security officer is still employed by his other employer (on a contract from 9 – 5, Monday to Friday)and has been on sick leave and claiming contractual full sick pay for the past 5 months. He has however continued to attend for work as a security officer. It is understood that disciplinary action will be taken by the other employer over this.

Now that the company that employ this person as a security officer have learned that he has been deceiving his other employer they are concerned about their relationship of trust and confidence with him. What action, if any, can the company take with this employee?

Lyndon Hoare

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