Suppose an individual applied for FMLA. Then the employer found that this employee was being dishonest about needing the time off due to a medical emergency

Suppose an individual applied for FMLA. Then the employer found that this employee was being dishonest about needing the time off due to a medical emergency.

Are there policies in place to prevent this?

Are human resource departments fairly well equipped to detect this?

If such an employee should be granted FMLA and was later found to have been dishonest. What could be the possible consequences in such a scenario?