Dear Sangeeta,
Do one thing terminate that employee immediately act againt the confidentialty n code of conduct of the company so u can use it for future ref. watever you company norms say but this is universal (confedentiality, code of conduct) whoever who will avoid these will be fired immediatly. don't bother about any other reaction from his side
Rgds
Mahavir SIngh
From India, New Delhi
Do one thing terminate that employee immediately act againt the confidentialty n code of conduct of the company so u can use it for future ref. watever you company norms say but this is universal (confedentiality, code of conduct) whoever who will avoid these will be fired immediatly. don't bother about any other reaction from his side
Rgds
Mahavir SIngh
From India, New Delhi
I think
You need to talk with him & then you can judge that he stolen or something else.
if he is guilty then immediately terminate with proper evidence & attached his appointment / Rule & regulation's copy also (To prove that the person is well aware of all confidentiality policies) because he might be file case against you. In this case Evidence is important.
Sign up CONFIDENTIALITY agreement from every employee
Aniket Nilekar
Asst. mgr. HR
From India, Mumbai
You need to talk with him & then you can judge that he stolen or something else.
if he is guilty then immediately terminate with proper evidence & attached his appointment / Rule & regulation's copy also (To prove that the person is well aware of all confidentiality policies) because he might be file case against you. In this case Evidence is important.
Sign up CONFIDENTIALITY agreement from every employee
Aniket Nilekar
Asst. mgr. HR
From India, Mumbai
Dear
As all are saying that call him and terminate but it will not a sufficient way. Ask him strictly about the same and get punished him by emotional blackmail by workers. He will feel so insult that he will tell to other not to do so. And change the code ohterwise anybody will leak it.
From India, Gurgaon
8As all are saying that call him and terminate but it will not a sufficient way. Ask him strictly about the same and get punished him by emotional blackmail by workers. He will feel so insult that he will tell to other not to do so. And change the code ohterwise anybody will leak it.
From India, Gurgaon
Hai dude since i just starterd my career as an HR Consultant my suggestion wont b on experience.......... my advice would b, investigate properly, speak to the person who has done the mistake, judge the situation and then concern with ur seniors....... so that final decision would b impresive.
From India, Bangalore
From India, Bangalore
A DIFFERENT POINT OF VIEW
First of all, stealing company info is not very uncommon. Its just a matter of who gets caught and who doesnt. There are far too many ways of stealing. Depends on how smart and tech savvy the employee is.
In this case the employee was not that smart, thats why he got caught!
(Its like cheating in exams, we all know its wrong, but we all know it is practiced)
Please take termination/disciplinary action against him and set an example. But I personally feel that no police complaint must be done please.
What will you get from ruining the persons career? Sometimes the impact of such harsh behaviour on an individual can be very strong - depression, suicidal tendencies etc.. It may be punishment for the entire family.
Just do whats in the interest of the company.
From India, Mumbai
First of all, stealing company info is not very uncommon. Its just a matter of who gets caught and who doesnt. There are far too many ways of stealing. Depends on how smart and tech savvy the employee is.
In this case the employee was not that smart, thats why he got caught!
(Its like cheating in exams, we all know its wrong, but we all know it is practiced)
Please take termination/disciplinary action against him and set an example. But I personally feel that no police complaint must be done please.
What will you get from ruining the persons career? Sometimes the impact of such harsh behaviour on an individual can be very strong - depression, suicidal tendencies etc.. It may be punishment for the entire family.
Just do whats in the interest of the company.
From India, Mumbai
Dear Shikha,
There is no point in getting subjective in your professional life as you have to see the bigger picture always. Here the point I am trying to make is either we tend to act as the situation arises or otherwise if a set policy or process is there then come whatever may no body is above the same and we have to move accordingly. If ruining one person's career results in fulfillment of large policy goals of an organization in perpetuity then in my personal view there should not be any second thought for the same. If admittedly you are saying that stealing Company info is not uncommon then it has become norm and by one strong instance this norm could be changed then one must go for it.......
From India, Delhi
There is no point in getting subjective in your professional life as you have to see the bigger picture always. Here the point I am trying to make is either we tend to act as the situation arises or otherwise if a set policy or process is there then come whatever may no body is above the same and we have to move accordingly. If ruining one person's career results in fulfillment of large policy goals of an organization in perpetuity then in my personal view there should not be any second thought for the same. If admittedly you are saying that stealing Company info is not uncommon then it has become norm and by one strong instance this norm could be changed then one must go for it.......
From India, Delhi
Hi,
You may refer to the Industrial Employment Standing Orders Act and Industrial Disputes Act for redressal of such problems. Further, you should have concrete evidence of the involvement of the employee.
Regards,
From India, Mumbai
You may refer to the Industrial Employment Standing Orders Act and Industrial Disputes Act for redressal of such problems. Further, you should have concrete evidence of the involvement of the employee.
Regards,
From India, Mumbai
Hi Sangeetha,
All our friends shared their view points, I also agree that action to be intiated on indiscipline, no mercy on fraud but what is the preventive action, how you can arrest such type of happenings.
If not required then disconnect the Internet connectivity or choose one system and ask all the employes to access internet through that particular system. Better to restrict copying part ie., disable the drives. Access is only from a specific system which will be under scan. Call for a meeting and communicate all employees about the incident and tighten your policies, obtain each employee signature on the confidentiality agreement papers and file in respective personal files.I believe all these processes may be in practice if not pl. implement.
regards - kameswarao
From India, Hyderabad
All our friends shared their view points, I also agree that action to be intiated on indiscipline, no mercy on fraud but what is the preventive action, how you can arrest such type of happenings.
If not required then disconnect the Internet connectivity or choose one system and ask all the employes to access internet through that particular system. Better to restrict copying part ie., disable the drives. Access is only from a specific system which will be under scan. Call for a meeting and communicate all employees about the incident and tighten your policies, obtain each employee signature on the confidentiality agreement papers and file in respective personal files.I believe all these processes may be in practice if not pl. implement.
regards - kameswarao
From India, Hyderabad
Dear Sangeeta,
Do u have any Policy in ur Organization for the same...??
Bcoz In my company we are having Policy, where we have mentioned that, Such cases can result even termination of employment.
For Such Cases I would like to Say Prevention is better than Correction. So first of all implement security level in ur Organization (This is Job of System Administrator or Network Administrator) & as an HR make some policies Like --Email Policy, Technical Resources Use Policy etc.....
Now in this case its ur Management's Decision, What action they want to take against him.
Himani
From India, Mumbai
Do u have any Policy in ur Organization for the same...??
Bcoz In my company we are having Policy, where we have mentioned that, Such cases can result even termination of employment.
For Such Cases I would like to Say Prevention is better than Correction. So first of all implement security level in ur Organization (This is Job of System Administrator or Network Administrator) & as an HR make some policies Like --Email Policy, Technical Resources Use Policy etc.....
Now in this case its ur Management's Decision, What action they want to take against him.
Himani
From India, Mumbai
This mainly relates to breach of confidentiality agreement.
Look out for the relevant clauses of confidentiality agreement, if he has entered into during the employment.
First counsel and try to make him not to repeat, if he is a sort of person of not hearing to the counseling session, terminate him with due back up papers and proper evidences.
Termination could be the last resort than the first step could be counseling.
kb
From India, Madras
Look out for the relevant clauses of confidentiality agreement, if he has entered into during the employment.
First counsel and try to make him not to repeat, if he is a sort of person of not hearing to the counseling session, terminate him with due back up papers and proper evidences.
Termination could be the last resort than the first step could be counseling.
kb
From India, Madras
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