A minor frame challenge: Do you really, really have "proof beyond a reasonable doubt"? Sworn confessions, the actual video of the video chat, etc.? Because that's not that common. What is very common is malicious gossip and workplace drama. That's a real threat to morale and unity, and it's your job to control that too.

It's easy (fun!) to get swept away in the drama of an accusation like this, but you have to see it from a balanced perspective. Here's a litmus test: suppose you outed them and they sued you for defamation. Are you sure you'll win?

Just retest everybody

Take the following stance:

Because of the degraded quality and security of testing done under COVID restrictions, we consider them to be only an interim certification, valid only until proper testing becomes possible.

And make everyone get re-tested in the normal format, as soon as that's possible.

First, it is the least bad option that you can take, that doesn't involve mass firings and scandal.

It portrays that your company has a higher standard than the government, who would simply re-test them at regular interval.

And once they pass legit, it changes the optics from "cheap company sent unqualified people" ... to "qualified people rebelled against excessive and unnecessary testing".

Of course, this works best for the company if all the employees stay on and do that new round of bona-fide testing. So your best play as a company is to retain everyone, don't make them want to quit, and get them to re-test and pass.

The optics for the employees will be "Okay. So the company found out about the cheating, and their response is to re-test everyone... hopefully they're doing this instead of a formal cheating investigation, so I might just be off the hook if I pass." And you can sort of spread that hinting around: "we'll only investigate people for cheating if they fail".

For the non-cheaters, the optics are "I have to re-test because others cheated". This will put just the right amount of social pressure against the cheaters.

Once everybody has passed and their qualifications are proven, then you can think about disciplinary action in cases where you are sure.

A minor frame challenge: Do you really, really have "proof beyond a reasonable doubt"? Sworn confessions, the actual video of the video chat, etc.? Because that's not that common. What is very common is malicious gossip and workplace drama. That's a real threat to morale and unity, and it's your job to control that too.

It's easy (fun!) to get swept away in the drama of an accusation like this, but you have to see it from a balanced perspective. Here's a litmus test: suppose you outed them and they sued you for defamation. Are you sure you'll win?

Just retest everybody

Take the following stance:

Because of the degraded quality and security of testing done under COVID restrictions, we consider them to be only an interim certification, valid only until proper testing becomes possible.

And make everyone get re-tested in the normal format, as soon as that's possible.

You could (and probably should) report the suspicions of cheating to the testing agency, since they are ultimately responsible for the test. This should be only stated as a vague suspicion, and the company must say no more than facts positively known.

First, it is the least bad option that you can take, that doesn't involve mass firings and scandal.

It portrays that your company has a higher standard than the government, who would simply re-test them at regular interval.

And once they pass legit, it changes the optics from "cheap company sent unqualified people" ... to "qualified people rebelled against excessive and unnecessary testing".

Of course, this works best for the company if all the employees stay on and do that new round of bona-fide testing. So your best play as a company is to retain everyone, don't make them want to quit, and get them to re-test and pass.

The optics for the employees will be "Okay. So the company found out about the cheating, and their response is to re-test everyone... hopefully they're doing this instead of a formal cheating investigation, so I might just be off the hook if I pass." And you can sort of spread that hinting around: "we'll only investigate people for cheating if they fail".

For the non-cheaters, the optics are "I have to re-test because others cheated". This will put just the right amount of social pressure against the cheaters.

Once everybody has passed and their qualifications are proven, then you can think about disciplinary action in cases where you are sure.

Just retest everybody

Take the following stance:

Because of the degraded quality and security of testing done under COVID restrictions, we consider them to be only an interim certification, valid only until proper testing becomes possible.

And make everyone get re-tested in the normal format, as soon as that's possible.

First, it is the least bad option that you can take, that doesn't involve mass firings and scandal.

It portrays that your company has a higher standard than the government, who would simply re-test them at regular interval.

And once they pass legit, it changes the optics from "cheap company sent unqualified people" ... to "qualified people rebelled against excessive and unnecessary testing".

Of course, this works best for the company if all the employees stay on and do that new round of bona-fide testing. So your best play as a company is to retain everyone, don't make them want to quit, and get them to re-test and pass.

The optics for the employees will be "Okay. So the company found out about the cheating, and their response is to re-test everyone... hopefully they're doing this instead of a formal cheating investigation, so I might just be off the hook if I pass." And you can sort of spread that hinting around: "we'll only investigate people for cheating if they fail".

For the non-cheaters, the optics are "I have to re-test because others cheated". This will put just the right amount of social pressure against the cheaters.

Once everybody has passed and their qualifications are proven, then you can think about disciplinary action in cases where you are sure.

A minor frame challenge: Do you really, really have "proof beyond a reasonable doubt"? Sworn confessions, the actual video of the video chat, etc.? Because that's not that common. What is very common is malicious gossip and workplace drama. That's a real threat to morale and unity, and it's your job to control that too.

It's easy (fun!) to get swept away in the drama of an accusation like this, but you have to see it from a balanced perspective. Here's a litmus test: suppose you outed them and they sued you for defamation. Are you sure you'll win?

Just retest everybody

Take the following stance:

Because of the degraded quality and security of testing done under COVID restrictions, we consider them to be only an interim certification, valid only until proper testing becomes possible.

And make everyone get re-tested in the normal format, as soon as that's possible.

First, it is the least bad option that you can take, that doesn't involve mass firings and scandal.

It portrays that your company has a higher standard than the government, who would simply re-test them at regular interval.

And once they pass legit, it changes the optics from "cheap company sent unqualified people" ... to "qualified people rebelled against excessive and unnecessary testing".

Of course, this works best for the company if all the employees stay on and do that new round of bona-fide testing. So your best play as a company is to retain everyone, don't make them want to quit, and get them to re-test and pass.

The optics for the employees will be "Okay. So the company found out about the cheating, and their response is to re-test everyone... hopefully they're doing this instead of a formal cheating investigation, so I might just be off the hook if I pass." And you can sort of spread that hinting around: "we'll only investigate people for cheating if they fail".

For the non-cheaters, the optics are "I have to re-test because others cheated". This will put just the right amount of social pressure against the cheaters.

Once everybody has passed and their qualifications are proven, then you can think about disciplinary action in cases where you are sure.