Bell Canada Fires Employees for Falsifying Office Attendance

Key facts

• BCE has terminated employees for "swipe and go" behaviour.
• The company cited "clear violations of our code of conduct" following an internal review.
• Employees swiped key cards to record attendance before leaving the premises.
• Some instances involved swiping cards on consecutive days to simulate presence.
• Bell spokesperson Luc Levasseur stated "a small number" of employees were affected.
• No unionized employees were among those terminated.
• Legal action is being pursued by some former employees.
• Bell maintains a three-day in-office policy for most corporate staff.

Employees Terminated Over "Swipe and Go" Scheme

BCE, the parent company of Bell Canada, has terminated a number of employees and managers for deliberately falsifying their workplace attendance records. The dismissals follow an internal review that uncovered a practice dubbed "swipe and go," where employees would enter offices solely to register their presence with key cards before immediately departing. These actions constitute "clear violations of our code of conduct,".any has asserted that these terminations are considered "for cause," a designation that carries significant implications for severance entitlements under Canadian employment law. These terminations have ignited a dispute over workplace expectations and have led to legal threats from former employees. They allege that the company tacitly permitted such behaviour for years before leveraging it to justify dismissals without severance pay. Bell, however, maintains that each case underwent a thorough investigation, and individuals were presented with irrefutable evidence of their misconduct. The majority of those implicated reportedly admitted to the deliberate and repeated falsification of their attendance. While Bell has not disclosed the exact number of individuals dismissed, spokesperson Luc Levasseur indicated that "a small number" of employees were affected and that no unionized staff were among those terminated. He also clarified that a wider workforce reduction program is not currently underway. The company has maintained its policy requiring most corporate employees to be in the office three days a week, a shift from earlier pandemic-era remote work arrangements.

Brazen Attendance Falsification Uncovered

The internal review at BCE revealed a range of sophisticated methods employees employed to deceive attendance systems. Beyond simply swiping a card and leaving, some individuals engaged in more elaborate schemes. One notable instance involved an employee swiping their access card just before midnight and then again shortly after the hour changed, effectively logging their presence for two consecutive days without being physically present for the duration. behaviours included employees entering company premises specifically to utilize fitness facilities before heading home to work remotely. This practice, sometimes referred to as "coffee badging," highlights a disconnect between the company's mandated in-office presence and the employees' perceived work arrangements. These actions occurred across offices nationwide, underscoring the widespread nature of the misconduct. Bell has stated that managers who were aware of and allowed the falsification of attendance records were also subject to investigation and subsequently terminated for violating the code of conduct. This suggests an effort by the company to address the issue at multiple levels within the organization.

Legal Challenges Emerge Over "For Cause" Dismissals

The dismissals have drawn the attention of employment lawyers, with some representing former Bell employees who claim they were fired for "coffee badging" or "badge in and bounce" practices. Ryan Bonnar from Samfiru Tumarkin LLP noted that some affected employees, including those with many years of service, allege that their managers were aware of and, in some cases, encouraged this behaviour. These employees believed their physical location was secondary to meeting targets and completing their work. Jean-Alexandre De Bousquet, an employment lawyer representing approximately 30 former Bell employees, primarily in Toronto, described the situation as an "economic layoff disguised as a mass firing for cause." He estimates that hundreds of employees, particularly in technology roles that can be performed remotely, have been terminated over the past three weeks. De Bousquet argues that the company's policy changes, such as the return-to-office mandate, were unilaterally imposed and that many clients were hired with the understanding that their roles would remain remote. Tara Vasdani, managing partner at Remote Law Canada, explained that "for cause" dismissals are rare in Canadian employment law due to their severe consequences for employees, including the forfeiture of severance. Traditionally, courts reserve such findings for serious misconduct like theft, fraud, or dishonesty that irreparably damages the employment relationship. The legal basis of Bell's policy and its application in these dismissals is likely to be a central point of contention.

Return-to-Office Mandates Fueling Discontent

The terminations coincide with a broader trend of companies and governments mandating a return to physical offices. In Canada, federal public service executives recently returned to full-time in-office work, with other employees required to be present four days a week. This national shift reflects a growing push to re-establish traditional workplace norms after years of pandemic-induced remote work. Bell's own "workways" policy, which requires most corporate employees to work in the office three days a week, has been a point of contention, particularly for those hired into fully remote roles. The company's move to enforce attendance policies more strictly appears to be a direct response to the perceived non-compliance with these return-to-office directives. Employment lawyers suggest that the company's stance may be legally precarious, especially if employees were not adequately informed or did not consent to the revised terms of employment. The argument that managers condoned the behaviour, coupled with the lack of explicit agreement to the new office policies, could form the basis of legal challenges against the company's actions.

The bottom line

• Bell Canada has fired employees for falsifying attendance records through "swipe and go" practices.
• The company cites "clear violations of our code of conduct" and "for cause" dismissals.
• Allegations suggest managers may have tacitly approved the attendance falsification.
• Former employees are pursuing legal action, claiming unfair dismissal and disguised layoffs.
• The terminations occur amidst a wider push for return-to-office mandates across industries.
• The legal validity of "for cause" dismissals for such conduct is being questioned.