Hi,
I am working in an IT company as an HR. I need a suggestion on a matter.
One of our employee has stolen the project code from office by mail. Can you please suggest me what steps can be taken against him. he was working for last three months with us.
Thanks,
Sangeeta
From India, Calcutta
3I am working in an IT company as an HR. I need a suggestion on a matter.
One of our employee has stolen the project code from office by mail. Can you please suggest me what steps can be taken against him. he was working for last three months with us.
Thanks,
Sangeeta
From India, Calcutta
9 views but no reply. Seniors please help.This is my first post. Expecting a good response from members.
From India, Calcutta
From India, Calcutta
Dear
Plz go through the appointment letter & terminate his services accordingly. Also lodge FIR with the police for this theft.
Regards,
R.N.Khola
Skylark Associates, Gurgaon(Haryana)
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
Plz go through the appointment letter & terminate his services accordingly. Also lodge FIR with the police for this theft.
Regards,
R.N.Khola
Skylark Associates, Gurgaon(Haryana)
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
Hi sangeetha
first enquire him. because the same thing happened in my company too. my colleague was stolen the important file. after we enquired her, we came to know that, she theft because of small misunderstand with Team leader. so first enquire him and know the reason
Regards
Anand
From India, Madras
first enquire him. because the same thing happened in my company too. my colleague was stolen the important file. after we enquired her, we came to know that, she theft because of small misunderstand with Team leader. so first enquire him and know the reason
Regards
Anand
From India, Madras
Hi,
First find out does the person really done this? if so we have to discuss with him if he accept the mistake terminate him with evidence.He is the person to take care of company's confidential .if he is good performer we can warn him , if he is not let him go.
It's should not be disclosed and speak with him politely , make sure you have all the evidence with you.
We can ask clarification with other companies (only hard coding ) but he should disclose project's complete codings
Thanks
Riya
From India, Coimbatore
First find out does the person really done this? if so we have to discuss with him if he accept the mistake terminate him with evidence.He is the person to take care of company's confidential .if he is good performer we can warn him , if he is not let him go.
It's should not be disclosed and speak with him politely , make sure you have all the evidence with you.
We can ask clarification with other companies (only hard coding ) but he should disclose project's complete codings
Thanks
Riya
From India, Coimbatore
Dear Riya
Greetings!
To my knowledge, even though he is a good performer we can't take him back in any company. As per IT policy, he violated the policy. Its better to terminate him rather to get the feedback from him and consider for future project.
Its my suggestion.
From India, Madras
Greetings!
To my knowledge, even though he is a good performer we can't take him back in any company. As per IT policy, he violated the policy. Its better to terminate him rather to get the feedback from him and consider for future project.
Its my suggestion.
From India, Madras
Hi sangeeta,
This is a case(Theft) which can b seen in manufacturing & retail industries..
1.Pls go through your company policies..in which remedies /treatment in such cases would be mentioned.(or)
2.Obsrerve his appointment letter which may mention the required actions.
3.Lodge a police compliant against the action (which i suggest the least).. but , im sure it works.but be sure you have some proof.
4....But do not entertain such employees by rejoining / continuing his employement.. as it might become a regular practice
pls mention for any corrections...
regards.
kamal
From India, Hyderabad
This is a case(Theft) which can b seen in manufacturing & retail industries..
1.Pls go through your company policies..in which remedies /treatment in such cases would be mentioned.(or)
2.Obsrerve his appointment letter which may mention the required actions.
3.Lodge a police compliant against the action (which i suggest the least).. but , im sure it works.but be sure you have some proof.
4....But do not entertain such employees by rejoining / continuing his employement.. as it might become a regular practice
pls mention for any corrections...
regards.
kamal
From India, Hyderabad
Dear Sangeeta,
We have a concept, "The Relation Documents" in Hr. The list in this are: 1. Offer letter 2. Appointment letter 3.NDA & NCA and the list goes on which makes a relation between company and employee.
For this situation, I request you to go through Appointment letter and NDA.
Non disclosure agreement shall state the request and cause of the disclosure of "any belongings about company" . I which data & information is also included.
Appointment letter must state the disciplinary action:
In connection with your employment and during the term of your employment you shall disclose and assign to "XYZ COMPANY" as its exclusive property, all developments, designs, photographs, concepts, pictures etc. developed or conceived by you solely or jointly with others and shall comply with the Policies of the Company in relation to Intellectual Property.
Violating this clause shall lead to any disciplinary action according to the company rules. Which can be lead to termination from the company's roles immediately.
This statement is must.
Please go through your company documents according to which you can take an action.
Regards,
Shiv
From India, Bangalore
We have a concept, "The Relation Documents" in Hr. The list in this are: 1. Offer letter 2. Appointment letter 3.NDA & NCA and the list goes on which makes a relation between company and employee.
For this situation, I request you to go through Appointment letter and NDA.
Non disclosure agreement shall state the request and cause of the disclosure of "any belongings about company" . I which data & information is also included.
Appointment letter must state the disciplinary action:
In connection with your employment and during the term of your employment you shall disclose and assign to "XYZ COMPANY" as its exclusive property, all developments, designs, photographs, concepts, pictures etc. developed or conceived by you solely or jointly with others and shall comply with the Policies of the Company in relation to Intellectual Property.
Violating this clause shall lead to any disciplinary action according to the company rules. Which can be lead to termination from the company's roles immediately.
This statement is must.
Please go through your company documents according to which you can take an action.
Regards,
Shiv
From India, Bangalore
hello,
you should go with the rules and regulations of the organization and discuss the matter with ur seniors in the organization and terminate the empployee, remember if u do not terminate then next time th other employee will be their to do the same act.
From India, Lucknow
you should go with the rules and regulations of the organization and discuss the matter with ur seniors in the organization and terminate the empployee, remember if u do not terminate then next time th other employee will be their to do the same act.
From India, Lucknow
Hi A2Z,
I have some queries on your posting.
1. how you came to know abt the data steal from ofis?
2. who is the person who informed you on that/
You action: set up a grp or committe comprising of a technical lead or PM from other teams, a HR and some executive from business, infrastructure and network
The purpose of the grp is to have set of interviews (sort of interrogation) with the person.
Network team or infrastructure team will be having some applications which can give you details of what is been sent thru emails. get those details.
technical lead has to analyze how critical is the data, what are the implications, and so forth.
business executive must provide all approvals or any additional authority that can be extended from business perspective
if you got all the details, yes, sure, You must terminate him and give a paper notification saying that this is with the person. No one must repeat the act.
But before doing that, you must have strong evidence on that.
From India, Bangalore
I have some queries on your posting.
1. how you came to know abt the data steal from ofis?
2. who is the person who informed you on that/
You action: set up a grp or committe comprising of a technical lead or PM from other teams, a HR and some executive from business, infrastructure and network
The purpose of the grp is to have set of interviews (sort of interrogation) with the person.
Network team or infrastructure team will be having some applications which can give you details of what is been sent thru emails. get those details.
technical lead has to analyze how critical is the data, what are the implications, and so forth.
business executive must provide all approvals or any additional authority that can be extended from business perspective
if you got all the details, yes, sure, You must terminate him and give a paper notification saying that this is with the person. No one must repeat the act.
But before doing that, you must have strong evidence on that.
From India, Bangalore
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