For most employers, false reimbursement is a serious
disciplinary violation under their rules and regulations, often
forming the basis for dismissing employees found to have made such
false claims. However, in practice, false reimbursement can be
highly concealed, with many employers only discovering the fact
after funds have been approved and reimbursed.
In judicial cases involving false reimbursement, this original
approval of employee reimbursement claims often comes back to haunt
and adversely affect the outcome.
This article focuses on arbitration and judgment
practice of such matters in Shanghai, and combines recent practical
experience of the authors to suggest recommendations for employers
to properly present evidence and respond in such labour
disputes.
