Stealing can be with a purpose. Some employee steal for financial benefit, some do it as a grievance redressel with anger, such as when ticked off often for not working etc. Termination of an employee is a deliberated step and should be done with a proper inquiry. An inquiry committee should be constituted who will examine all relevant witness find out the cause of the theft and there upon recommended the dismissal. An order for dismissal should be routed to the highest authority with relevant comments by intervening authorities. The final dismissal order should be given by the highest authority of the organisation.
In case the theft item value is high it is recommended that a police report is also lodged.
The accused should be given a fair chance to defend himself as dismissal of an individual will have an affecti n his character in the long run.
Col(R) Priotosh Deb
From India
In case the theft item value is high it is recommended that a police report is also lodged.
The accused should be given a fair chance to defend himself as dismissal of an individual will have an affecti n his character in the long run.
Col(R) Priotosh Deb
From India
Dear HR Professionals,
As my point of view, transferring the employee to another job station will be the a better solution. If still he is going to repeat, then as a HR practitioner you should be pr-active to have the evidence for the second/third time.
Regards
kiramuddin
From Afghanistan, Kabul
3As my point of view, transferring the employee to another job station will be the a better solution. If still he is going to repeat, then as a HR practitioner you should be pr-active to have the evidence for the second/third time.
Regards
kiramuddin
From Afghanistan, Kabul
I will summaries it as follows
Justified action... merely on suspicion employee can be transferred to another site. This saves the customer and a good employee. Having transferred he may become smarter where he may not come under suspicion. It is good to issue him some directions upon notice and his signature for record before transfer.
Theft is a crime and if customer moves to police then based on the outcome of such investigation you may terminate him in lieu of notice period.
Unjustified action... termination by assigning reason suspicion.
From India, Gurgaon
Justified action... merely on suspicion employee can be transferred to another site. This saves the customer and a good employee. Having transferred he may become smarter where he may not come under suspicion. It is good to issue him some directions upon notice and his signature for record before transfer.
Theft is a crime and if customer moves to police then based on the outcome of such investigation you may terminate him in lieu of notice period.
Unjustified action... termination by assigning reason suspicion.
From India, Gurgaon
Dear Nashbramhall,
attribution https://www.citehr.com/489684-how-te...#ixzz2z4wn3fuT
You should investigate the charges and if it is proved then only ideal situation to terminate an employees, if its not proved hence it will be unethical to terminate any one.
Regards,
Syed Jamshed Kazmi
From United Arab Emirates, Sharjah
attribution https://www.citehr.com/489684-how-te...#ixzz2z4wn3fuT
You should investigate the charges and if it is proved then only ideal situation to terminate an employees, if its not proved hence it will be unethical to terminate any one.
Regards,
Syed Jamshed Kazmi
From United Arab Emirates, Sharjah
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20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf