Employee Dismissed for Twerking While Claiming to be on Sick Leave for Back Pain

 It is never acceptable for an employee to engage in inappropriate behavior while on the job, but the situation becomes even more complicated when the employee is on sick leave due to a medical condition. This was the case for a woman who was recently fired from her job after a video surfaced of her twerking while on sick leave due to "severe back pain."

The Spanish woman had reportedly taken a leave of absence from work due to a back injury and was receiving medical treatment for her condition. However, a video surfaced on social media showing her dancing and twerking at a party, seemingly without any difficulty or discomfort.

Upon learning of the video, the woman's employer conducted an investigation and determined that she had engaged in misconduct by falsely claiming to be unable to work due to her injury. As a result, the woman was fired from her job.

This year she recently lost a court case against her former employer. The Superior Tribunal of Justice in the Castilla y Leon region in Spain upheld the supermarket's decision to terminate the employment of the cashier, referred to as "Mrs. Piedad" in court documents, due to the videos being viewed as "incompatible with her ailments."

Many people have criticized the woman for her actions, arguing that she was taking advantage of her employer by claiming to be sick while actually participating in physically strenuous activities. Some have even accused her of fraud, arguing that she was receiving sick pay while not actually being sick.

However, it is important to remember that everyone makes mistakes and that this woman’s actions do not necessarily reflect her character as a whole. It is possible that she made a poor judgment call in posting the video online, and that she regrets her actions.

Regardless of the circumstances, it is never acceptable to take advantage of an employer by claiming to be sick while engaging in activities that contradict that claim. It is important for employees to be honest and responsible in their use of sick leave, as it is a privilege that should not be abused.

It is also important for employers to have clear policies in place regarding sick leave, and to take appropriate disciplinary action when those policies are violated. In this case, the woman’s employer was well within their rights to terminate her employment, as she had violated the trust placed in her as an employee.

Source: La Vanguardia