dismissal case - labor law

hi..i need your help reg a friends case..she is a supervisor at a call center..there was this friendly competition for schedule bidding..the competition is good for 3mons perfomance w/c is june july aug..the elements were quality..atendance..handle time..june they failed & at the botom performer..july they ranked num 2..aug they ranked 1 & overall perfmnce came at num 1...now this is the issue..1 agent on july called in sick & stating she might be confined..supv requested for medcal leave ploting as she know the agent filled sss sickness notifcation..one team disputes the result for july since tagging must be sick leave not medical leave..sup then asked the agent to present med cert of confinmnt to stay the top performer coz if not team will be num 2..then exchange of txt mesages were sent convincing the agent to secure one but didnot hapen to get one so it ended up they r num 2..now..aftr all the stress the agent who was ask to get med cert is charging the supv for deliberately making false excuses...is this a posible termination for the supv?

as per investigation supv also noticed for the month of may the agent was out for tooth extraction & was tagged sick leave on the 1st day then the remaining days wer med leave..but they said med leave should only be tagged for confinemnt or contagious disease..as the team is at the botom that time..no one took time to dispute it..and now they are num 1 some team disputes it w/c lead to misunderstanding bet the supv & the agent..is this also a failure in the company? can supv counter charge to the company if supv will be terminated? coz there is a failure in following the policy for correct taging..

your question would be better directed at your HR as we are not familiar with your company policies, structure and culture