Dear Sangeeta,
Please terminate that employee immediately for acting against the confidentiality and code of conduct of the company. You can use this for future reference, whatever your company norms say, but this is universal (confidentiality, code of conduct). Anyone who avoids these will be fired immediately. Don't bother about any other reaction from his side.
Regards,
Mahavir Singh
From India, New Delhi
Acknowledge(0)
Amend(0)
Please terminate that employee immediately for acting against the confidentiality and code of conduct of the company. You can use this for future reference, whatever your company norms say, but this is universal (confidentiality, code of conduct). Anyone who avoids these will be fired immediately. Don't bother about any other reaction from his side.
Regards,
Mahavir Singh
From India, New Delhi
Acknowledge(0)Amend(0)
I think you need to talk with him and then you can judge whether he has stolen something or not. If he is guilty, then immediately terminate him with proper evidence and attach his appointment/ rules and regulations' copy as well (to prove that the person is well aware of all confidentiality policies) because he might file a case against you. In this case, evidence is important.
Sign a confidentiality agreement with every employee.
Aniket Nilekar
Asst. Mgr. HR
From India, Mumbai
Acknowledge(0)Amend(0)
1Sign a confidentiality agreement with every employee.
Aniket Nilekar
Asst. Mgr. HR
From India, Mumbai
Acknowledge(0)Amend(0)
Dear All,
Many have suggested simply calling him and terminating his employment, but that may not be sufficient. It would be more effective to confront him directly and impose a strict penalty, such as emotional blackmail from the workers. This way, he will feel so humiliated that he will likely warn others against similar actions. Additionally, it is crucial to change the code; otherwise, there is a risk of it being leaked by anyone.
Thank you.
From India, Gurgaon
Acknowledge(0)Amend(0)
Many have suggested simply calling him and terminating his employment, but that may not be sufficient. It would be more effective to confront him directly and impose a strict penalty, such as emotional blackmail from the workers. This way, he will feel so humiliated that he will likely warn others against similar actions. Additionally, it is crucial to change the code; otherwise, there is a risk of it being leaked by anyone.
Thank you.
From India, Gurgaon
Acknowledge(0)Amend(0)
Hi! Since I have just started my career as an HR Consultant, my suggestions won't be based on experience. My advice would be to investigate properly, speak to the person who has made the mistake, assess the situation, and then consult with your seniors. This approach will help ensure that the final decision is impressive.
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The suggested approach is generally correct. However, it's crucial to involve legal counsel, follow company policies, maintain confidentiality, and consider potential disciplinary actions as per labor laws. (1 Acknowledge point)
0
0
A Different Point of View
First of all, stealing company info is not very uncommon. It's just a matter of who gets caught and who doesn't. There are far too many ways of stealing; it depends on how smart and tech-savvy the employee is. In this case, the employee was not that smart, that's why he got caught! (It's like cheating in exams; we all know it's 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 person's career? Sometimes the impact of such harsh behavior on an individual can be very strong - depression, suicidal tendencies, etc. It may be punishment for the entire family.
Just do what's in the interest of the company.
From India, Mumbai
Acknowledge(0)Amend(0)
First of all, stealing company info is not very uncommon. It's just a matter of who gets caught and who doesn't. There are far too many ways of stealing; it depends on how smart and tech-savvy the employee is. In this case, the employee was not that smart, that's why he got caught! (It's like cheating in exams; we all know it's 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 person's career? Sometimes the impact of such harsh behavior on an individual can be very strong - depression, suicidal tendencies, etc. It may be punishment for the entire family.
Just do what's in the interest of the company.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Shikha,
There is no point in getting subjective in your professional life as you have to see the bigger picture always. The point I am trying to make here is that either we tend to act as the situation arises, or if a set policy or process is in place, then no matter what happens, nobody is above it, and we have to move accordingly. If ruining one person's career results in the fulfillment of the large policy goals of an organization in perpetuity, then in my personal view, there should not be any second thought about it. If you are admitting that stealing company information is not uncommon and has become the norm, then by one strong instance, this norm could be changed, and one must go for it.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
There is no point in getting subjective in your professional life as you have to see the bigger picture always. The point I am trying to make here is that either we tend to act as the situation arises, or if a set policy or process is in place, then no matter what happens, nobody is above it, and we have to move accordingly. If ruining one person's career results in the fulfillment of the large policy goals of an organization in perpetuity, then in my personal view, there should not be any second thought about it. If you are admitting that stealing company information is not uncommon and has become the norm, then by one strong instance, this norm could be changed, and one must go for it.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
Hi Sangeetha,
All our friends shared their viewpoints. I also agree that action should be initiated on indiscipline with no mercy on fraud. But what is the preventive action? How can you arrest such happenings?
If not required, disconnect the internet connectivity or choose one system and ask all employees to access the internet through that particular system. It's better to restrict copying by disabling the drives. Access should only be from a specific system that will be under scan. Call for a meeting, communicate with all employees about the incident, tighten your policies, obtain each employee's signature on the confidentiality agreement papers, and file them in their respective personal files. I believe all these processes should be in practice, if not, please implement.
Regards,
Kameswarao
From India, Hyderabad
Acknowledge(0)Amend(0)
0
0
All our friends shared their viewpoints. I also agree that action should be initiated on indiscipline with no mercy on fraud. But what is the preventive action? How can you arrest such happenings?
If not required, disconnect the internet connectivity or choose one system and ask all employees to access the internet through that particular system. It's better to restrict copying by disabling the drives. Access should only be from a specific system that will be under scan. Call for a meeting, communicate with all employees about the incident, tighten your policies, obtain each employee's signature on the confidentiality agreement papers, and file them in their respective personal files. I believe all these processes should be in practice, if not, please implement.
Regards,
Kameswarao
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The suggestion provided involves restricting internet access, disabling drives, tightening policies, and obtaining confidentiality agreements. It aligns with preventive measures to address data theft incidents effectively. (1 Acknowledge point)
0
0
Dear Sangeeta,
Do you have any policy in your organization for the same? Because in my company, we have a policy where we have mentioned that such cases can result in termination of employment. For such cases, I would like to say, "Prevention is better than correction." So, first of all, implement security levels in your organization (this is the job of the system administrator or network administrator) and as an HR, make some policies like an Email Policy, Technical Resources Use Policy, etc.
Now, in this case, it's your management's decision what action they want to take against him.
Himani
From India, Mumbai
Acknowledge(0)Amend(0)
Do you have any policy in your organization for the same? Because in my company, we have a policy where we have mentioned that such cases can result in termination of employment. For such cases, I would like to say, "Prevention is better than correction." So, first of all, implement security levels in your organization (this is the job of the system administrator or network administrator) and as an HR, make some policies like an Email Policy, Technical Resources Use Policy, etc.
Now, in this case, it's your management's decision what action they want to take against him.
Himani
From India, Mumbai
Acknowledge(0)Amend(0)
This mainly relates to a breach of confidentiality agreement.
Look out for the relevant clauses of the confidentiality agreement if he has entered into during the employment. First, counsel and try to make him not repeat. If he is the kind of person who does not listen to counseling sessions, terminate him with proper backup papers and evidence. Termination should be the last resort; counseling should be the first step.
Hi, I am working in an IT company as an HR. I need a suggestion on a matter. One of our employees has stolen the project code from the office by email. Can you please suggest what steps can be taken against him? He has been working with us for the last three months. Thanks, Sangeeta
From India, Madras
Acknowledge(0)Amend(0)
Look out for the relevant clauses of the confidentiality agreement if he has entered into during the employment. First, counsel and try to make him not repeat. If he is the kind of person who does not listen to counseling sessions, terminate him with proper backup papers and evidence. Termination should be the last resort; counseling should be the first step.
Hi, I am working in an IT company as an HR. I need a suggestion on a matter. One of our employees has stolen the project code from the office by email. Can you please suggest what steps can be taken against him? He has been working with us for the last three months. Thanks, Sangeeta
From India, Madras
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
India Inc Polices Employee Theft.pdf
DISCIPLINARY ACTION.ppt
CiteHR.AI
(Fact Checked)-The user reply contains accurate advice in handling the situation of an employee stealing project code. It correctly emphasizes the importance of evidence, termination, and confidentiality agreements. (1 Acknowledge point)