On a clear afternoon in September 2024, the operations manager at a seasonal oilfield services company employing 35 seasonal workers received a troubling phone call from a crew lead stationed at one of the company's 3 remote drilling sites near Kindersley, Saskatchewan. The crew lead reported that a field technician had injured his lower back while repositioning heavy equipment earlier that morning, but the crew lead added something else: another worker had allegedly overheard the field technician say, before the incident, that he planned to "ride out the winter on comp" once the March through October operating season ended. The operations manager, alarmed by what sounded like premeditated fraud, immediately considered whether the company could require the field technician to undergo an independent medical examination before any workers' compensation claim proceeded, and whether disciplinary action — perhaps termination — could be justified based on what a coworker claimed to have heard. The tension between protecting the company from fraudulent claims and respecting the legal boundaries of employer authority creates a precise legal question that this lesson addresses: what weight can hearsay allegations of fraudulent intent carry in employer decision-making, and what are the legal limits on disciplinary action when an employer suspects a worker intends to abuse the workers' compensation system?