first investigate & appoint a team on this.
If you got sufficient evidence on thsi,handover to police so that other employee can learn a lession on this.
Please go through your company policy too.
Best Regards
Sajid ansari-Delhi
From India, Delhi
46If you got sufficient evidence on thsi,handover to police so that other employee can learn a lession on this.
Please go through your company policy too.
Best Regards
Sajid ansari-Delhi
From India, Delhi
Guys I am agreed to your different opinions.
But can we also suggest Sangeeta to look into the matter in some positive manner. Lets say understanding psycho-social orientation of the candidate. See if you have good behavioral trainers from Psychology and Social work background that means your job is done. They are equipped with some special techniques to tackle various kind of urgent and problems.
Misconducts and malpractices are prevalent, that does not mean treatment of such cases will have one solution (termination and hand over to police). Different pains have different treatment.
Try not to propagate the message of threat (termination) because it is not the only solution. Let us be wise enough to understand the emerging needs and evolving roles of HR practices.
Take your seniors into confidence. Talk to guy without being harsh and by showing your diplomacy, and clarify. Share him the pros & cons of the mistake. If necessary warn him verbally and show him a right path of growth and development with the company.
Lets us choose the way of developmental practice and building careers.
From India, Delhi
But can we also suggest Sangeeta to look into the matter in some positive manner. Lets say understanding psycho-social orientation of the candidate. See if you have good behavioral trainers from Psychology and Social work background that means your job is done. They are equipped with some special techniques to tackle various kind of urgent and problems.
Misconducts and malpractices are prevalent, that does not mean treatment of such cases will have one solution (termination and hand over to police). Different pains have different treatment.
Try not to propagate the message of threat (termination) because it is not the only solution. Let us be wise enough to understand the emerging needs and evolving roles of HR practices.
Take your seniors into confidence. Talk to guy without being harsh and by showing your diplomacy, and clarify. Share him the pros & cons of the mistake. If necessary warn him verbally and show him a right path of growth and development with the company.
Lets us choose the way of developmental practice and building careers.
From India, Delhi
dear Sangeeta,
I am from retail background:
I wud suggest you to first sit with the employee ? Question him? try to find out if he has done this ? If yes, then first take a written confession letter from him mentioning the whole modus operandi and simultaneously lodge a FIR with police and then terminate him/ her.
Regards,
Kunal
From China
I am from retail background:
I wud suggest you to first sit with the employee ? Question him? try to find out if he has done this ? If yes, then first take a written confession letter from him mentioning the whole modus operandi and simultaneously lodge a FIR with police and then terminate him/ her.
Regards,
Kunal
From China
Whatever his performance is, there is no question in keeping him on board. Values like Integrity should not be diluted at any cost within the Organisation.
Before terminating him, investigate & have proper evidence in place. It is better to take his confession in writing & terminate him as per the Code of Coduct of the Company.
You can also terminate him on the evidence gathered & if it establishes his fault in an enquiry.
From India, Panaji
Before terminating him, investigate & have proper evidence in place. It is better to take his confession in writing & terminate him as per the Code of Coduct of the Company.
You can also terminate him on the evidence gathered & if it establishes his fault in an enquiry.
From India, Panaji
What does your company policy say?... If your policy says that no information should be taken out of the company... Then I think, irrespective of how critical of the resource he is... termination is a must... It not only sets the rule straight, but also sets an example to other employees as well.
Thanks,
Srikanth
From India, Hyderabad
Thanks,
Srikanth
From India, Hyderabad
Dear Sangeeta,
Being in IT industry, stealing of code is a major misconduct. First u have to gather the proof for the incidence i.e. writtten complaint form his department . On the basis of that U can issue him a chargesheet and let him give explanation. If he agrees then u can take necessary disciplinary action accordingly and if he doesn't then domestic enquiry can be conducted and appropriate disciplinary actions can be taken accordingly.
Thanks,
Rajesh Gautam
From India, Gurgaon
Being in IT industry, stealing of code is a major misconduct. First u have to gather the proof for the incidence i.e. writtten complaint form his department . On the basis of that U can issue him a chargesheet and let him give explanation. If he agrees then u can take necessary disciplinary action accordingly and if he doesn't then domestic enquiry can be conducted and appropriate disciplinary actions can be taken accordingly.
Thanks,
Rajesh Gautam
From India, Gurgaon
Conduct an impartial enquiry and try to arrive at conclusions.Then establish strong proof aganist him and if proved gulity terminate his services as theft being a major misconduct.And do not issue experience certificate if asked for.
From India, Madras
From India, Madras
Hello,
Is this too late?
I guess you should already called him for a discussion and issued an on-the-spot termination on the basis of breach of polciies and trust.
Pls file a case against this "employee" - because others shuld not dare to think abt tryign it ever!
From India, Madras
Is this too late?
I guess you should already called him for a discussion and issued an on-the-spot termination on the basis of breach of polciies and trust.
Pls file a case against this "employee" - because others shuld not dare to think abt tryign it ever!
From India, Madras
Hi All,
The thing which is bothering my mind is that no body seems to be clear about the objectivity of the whole exercise.
If a problem has occured then the same has to be rectified that is the operational part.
On the ethical part an organization collectively is always above an individual at any given time let this message be conveyed boldly to one and all.
Asha I beg to differ with you on the issue of delay for the reason that what ever comes out during the discussion will be helpful in strengthining reasoned termination. Secondly whatever admission the employee gives in writing could be used for termination purposes and also for criminal prosecution. Thirdly may I add that the organization should take proactive steps to alienate this black sheep from the Industry professionally by circulating the details of person and modus operandi to similarly situated organizations which will be a bar in times to come. Lastly the real test of the organization will be in diligent persuit of the criminal case (my personal experience is that more than anything a jail term whether during investigation, judicial custody or sentence part is the best deterrence in these circumstances).
From India, Delhi
The thing which is bothering my mind is that no body seems to be clear about the objectivity of the whole exercise.
If a problem has occured then the same has to be rectified that is the operational part.
On the ethical part an organization collectively is always above an individual at any given time let this message be conveyed boldly to one and all.
Asha I beg to differ with you on the issue of delay for the reason that what ever comes out during the discussion will be helpful in strengthining reasoned termination. Secondly whatever admission the employee gives in writing could be used for termination purposes and also for criminal prosecution. Thirdly may I add that the organization should take proactive steps to alienate this black sheep from the Industry professionally by circulating the details of person and modus operandi to similarly situated organizations which will be a bar in times to come. Lastly the real test of the organization will be in diligent persuit of the criminal case (my personal experience is that more than anything a jail term whether during investigation, judicial custody or sentence part is the best deterrence in these circumstances).
From India, Delhi
Dear All Members,
I would like to highlight a point here, If the organization is very harsh towards the employee it can be cause to ORG name in the market.
Prior to which it would be fine to counsel the person, then take the decision as per the policy.
One more Question:
How should be the relieving and Experience letter for this case.
Regards,
Shiv
From India, Bangalore
I would like to highlight a point here, If the organization is very harsh towards the employee it can be cause to ORG name in the market.
Prior to which it would be fine to counsel the person, then take the decision as per the policy.
One more Question:
How should be the relieving and Experience letter for this case.
Regards,
Shiv
From India, Bangalore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Part I Employee Action Analyse.doc
Employee Action Form -- DEMO.xls