Hello Professionals,
Every company have their policy & procedure for everything. If any employee going beyond the policy & procedures like- sharing company's database to anyone etc then what actions required to takes?
please suggest!
Warm Regards,
Sweksha
From India, Hazaribagh
2Every company have their policy & procedure for everything. If any employee going beyond the policy & procedures like- sharing company's database to anyone etc then what actions required to takes?
please suggest!
Warm Regards,
Sweksha
From India, Hazaribagh
Sharing database or company data with an outsider is infringement of company’s intellectual property rights; and if it amounts to Data Theft can lead to jail term too. Regards, Rahul
From India, Delhi
From India, Delhi
Since, your narration in your Post amounts to Stealing Company" /Employer's Property, unauthorizedly, and i a Grave Miconduct,
Immediately, conduct a Preliminary Fact-finding Investigation, to ascertain/find out , prima facie, the Bare Facts releted to and connected with the said /reported act of Misconduct i.e. Date (or duration/ period), Time, Venue/Place and the Act, per se of Stealing the Co's /Employer's Data, singly or in connivance and;
once to collect sufficiet reliable info/details of the Case,
1. Frame a Proper Charge-Sheet / Explanation Letter containing "Definite" Act/s of Misconduct/allegations, to be issued to him/her seeking his/her Reply/Explanantion as to Why Diciplinary Action should not be taken including Appointment of Inquiry Officer/Committee who shall commence, conduct and conclude Inquiry in accordance with the Princcples of Natural Justice and as per laid down procedures;
2. On receipt of Inquiry Report with definite and conclusive Findings, the Employer/Punishing Authority need to apply his/her mind tyhereto and decide on te Quantum of Punishment by way of Disciplinary Action as pe the Service Rules /Standing Orders applicable to the Delinquent Employee.
Kritarth Team of HR Professionals who are Appointed as Inquiry Officer
9 Jan 2019
From India, Delhi
Immediately, conduct a Preliminary Fact-finding Investigation, to ascertain/find out , prima facie, the Bare Facts releted to and connected with the said /reported act of Misconduct i.e. Date (or duration/ period), Time, Venue/Place and the Act, per se of Stealing the Co's /Employer's Data, singly or in connivance and;
once to collect sufficiet reliable info/details of the Case,
1. Frame a Proper Charge-Sheet / Explanation Letter containing "Definite" Act/s of Misconduct/allegations, to be issued to him/her seeking his/her Reply/Explanantion as to Why Diciplinary Action should not be taken including Appointment of Inquiry Officer/Committee who shall commence, conduct and conclude Inquiry in accordance with the Princcples of Natural Justice and as per laid down procedures;
2. On receipt of Inquiry Report with definite and conclusive Findings, the Employer/Punishing Authority need to apply his/her mind tyhereto and decide on te Quantum of Punishment by way of Disciplinary Action as pe the Service Rules /Standing Orders applicable to the Delinquent Employee.
Kritarth Team of HR Professionals who are Appointed as Inquiry Officer
9 Jan 2019
From India, Delhi
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