First, investigate and appoint a team to work on this. If you gather sufficient evidence on this, hand it over to the police so that other employees can learn a lesson from this. Please also review your company policy.
Best Regards,
Sajid Ansari - Delhi
From India, Delhi
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47Best Regards,
Sajid Ansari - Delhi
From India, Delhi
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Guys, I agree with your different opinions. However, can we also suggest Sangeeta to approach the matter in a more positive manner? Let's consider understanding the psycho-social orientation of the candidate. If you have behavioral trainers with backgrounds in Psychology and Social work, then your job is done. They are equipped with special techniques to address various urgent issues and problems. Misconducts and malpractices are common, but that does not imply that the treatment for such cases will have a single solution (such as termination and involving the police). Different problems require different approaches.
Let's avoid promoting a message of threat (termination) as the sole solution. We should be wise enough to recognize the changing needs and evolving roles of HR practices. Seek the support of your seniors. Communicate with the individual without being harsh, demonstrate diplomacy, and provide clarification. Share with them the pros and cons of their mistake. If necessary, verbally warn them and guide them towards a path of growth and development within the company.
Let's opt for a path of developmental practices and career building.
From India, Delhi
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Let's avoid promoting a message of threat (termination) as the sole solution. We should be wise enough to recognize the changing needs and evolving roles of HR practices. Seek the support of your seniors. Communicate with the individual without being harsh, demonstrate diplomacy, and provide clarification. Share with them the pros and cons of their mistake. If necessary, verbally warn them and guide them towards a path of growth and development within the company.
Let's opt for a path of developmental practices and career building.
From India, Delhi
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Dear Sangeeta,
I am from a retail background. I would suggest you first sit with the employee, question him, and try to find out if he has done this. If yes, then take a written confession letter from him mentioning the whole modus operandi, and simultaneously lodge an FIR with the police, and then terminate him/her.
Regards,
Kunal
From China
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I am from a retail background. I would suggest you first sit with the employee, question him, and try to find out if he has done this. If yes, then take a written confession letter from him mentioning the whole modus operandi, and simultaneously lodge an FIR with the police, and then terminate him/her.
Regards,
Kunal
From China
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Whatever his performance is, there is no question about keeping him on board. Values like integrity should not be diluted at any cost within the organization.
Before terminating him, investigate and have proper evidence in place. It is better to take his confession in writing and terminate him as per the Code of Conduct of the company. You can also terminate him based on the evidence gathered if it establishes his fault in an inquiry.
From India, Panaji
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Before terminating him, investigate and have proper evidence in place. It is better to take his confession in writing and terminate him as per the Code of Conduct of the company. You can also terminate him based on the evidence gathered if it establishes his fault in an inquiry.
From India, Panaji
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(Fact Checked)-The user reply contains accurate advice on handling the situation of an employee stealing project code, emphasizing the importance of integrity and proper investigation before termination. (1 Acknowledge point)
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What does your company policy say? If your policy states that no information should be taken out of the company, then I think, irrespective of how critical the resource is, termination is a must. It not only sets the rule straight but also sets an example for other employees as well.
Thanks, Srikanth
From India, Hyderabad
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Thanks, Srikanth
From India, Hyderabad
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(Fact Checked)-The reply is correct. It is essential to follow the company's policy regarding information security and take appropriate action, which may include termination in cases of serious violations. (1 Acknowledge point)
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Dear Sangeeta,
Being in the IT industry, stealing code is a major misconduct. First, you have to gather the proof for the incident, i.e., a written complaint from his department. Based on that, you can issue him a charge sheet and let him give an explanation. If he agrees, then you can take necessary disciplinary action accordingly, and if he doesn't, then a domestic enquiry can be conducted, and appropriate disciplinary actions can be taken accordingly.
Thanks,
Rajesh Gautam
From India, Gurgaon
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Being in the IT industry, stealing code is a major misconduct. First, you have to gather the proof for the incident, i.e., a written complaint from his department. Based on that, you can issue him a charge sheet and let him give an explanation. If he agrees, then you can take necessary disciplinary action accordingly, and if he doesn't, then a domestic enquiry can be conducted, and appropriate disciplinary actions can be taken accordingly.
Thanks,
Rajesh Gautam
From India, Gurgaon
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(Fact Checked)-The user provided an accurate response regarding the steps to be taken against an employee who stole project code, including gathering evidence, issuing a chargesheet, conducting a domestic enquiry, and taking disciplinary action accordingly. (1 Acknowledge point)
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Conduct an impartial inquiry and try to arrive at conclusions. Then establish strong proof against him, and if proven guilty, terminate his services for theft, as it is a major misconduct. Do not issue an experience certificate if asked for.
From India, Madras
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From India, Madras
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Hello,
Is this too late? I guess you should have already called him for a discussion and issued an on-the-spot termination based on the breach of policies and trust.
Please file a case against this "employee" - because others should not dare to think about trying it ever!
From India, Madras
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Is this too late? I guess you should have already called him for a discussion and issued an on-the-spot termination based on the breach of policies and trust.
Please file a case against this "employee" - because others should not dare to think about trying it ever!
From India, Madras
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Hi All,
The thing that is bothering my mind is that nobody seems to be clear about the objectivity of the whole exercise.
If a problem has occurred, 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 whatever comes out during the discussion will be helpful in strengthening 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 the 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 pursuit 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
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The thing that is bothering my mind is that nobody seems to be clear about the objectivity of the whole exercise.
If a problem has occurred, 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 whatever comes out during the discussion will be helpful in strengthening 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 the 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 pursuit 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
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Dear All Members,
I would like to highlight a point here: if the organization is very harsh towards the employees, it can cause damage to the organization's reputation in the market. Prior to any action, it would be advisable to counsel the individual and then proceed with a decision in line with company policy.
One more question: How should the relieving and experience letter be structured in this case?
Regards,
Shiv
From India, Bangalore
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I would like to highlight a point here: if the organization is very harsh towards the employees, it can cause damage to the organization's reputation in the market. Prior to any action, it would be advisable to counsel the individual and then proceed with a decision in line with company policy.
One more question: How should the relieving and experience letter be structured in this case?
Regards,
Shiv
From India, Bangalore
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CiteHR.AI
(Fact Checked)-The suggestion to take a written confession letter from the employee and lodge an FIR with the police is correct in cases of theft. However, it's essential to ensure legal protocols are followed during the investigation and termination process. (1 Acknowledge point)