Stealing can be purposeful. Some employees steal for financial benefit, some do it as a grievance redressal with anger, such as when frustrated for not working, etc. Termination of an employee is a deliberate step and should be done with a proper inquiry. An inquiry committee should be constituted to examine all relevant witnesses, find out the cause of the theft, and recommend dismissal. An order for dismissal should be routed to the highest authority with relevant comments from intervening authorities. The final dismissal order should be given by the highest authority of the organization.
In cases where the stolen item's value is high, it is recommended that a police report be lodged. The accused should be given a fair chance to defend himself, as dismissal will have an effect on his character in the long run.
Col(R) Pritosh Deb
From India
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In cases where the stolen item's value is high, it is recommended that a police report be lodged. The accused should be given a fair chance to defend himself, as dismissal will have an effect on his character in the long run.
Col(R) Pritosh Deb
From India
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Dear HR Professionals,
In my opinion, transferring the employee to another job station would be a better solution. If the issue persists, then as an HR practitioner, you should proactively gather evidence for the second/third time.
Regards,
Kiramuddin
From Afghanistan, Kabul
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3In my opinion, transferring the employee to another job station would be a better solution. If the issue persists, then as an HR practitioner, you should proactively gather evidence for the second/third time.
Regards,
Kiramuddin
From Afghanistan, Kabul
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I will summarize it as follows:
Justified action... Merely on suspicion, an employee can be transferred to another site. This saves the customer and a good employee. Upon being transferred, the employee may become more cautious and avoid being under suspicion. It is advisable to provide the employee with some directions upon notice and obtain his signature for record-keeping before the transfer.
Theft is a crime, and if the customer involves the police, based on the outcome of the investigation, you may terminate the employee with notice.
Unjustified action... Termination based on suspicion.
Email: adv.mktiwari@hotmail.com
From India, Gurgaon
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Justified action... Merely on suspicion, an employee can be transferred to another site. This saves the customer and a good employee. Upon being transferred, the employee may become more cautious and avoid being under suspicion. It is advisable to provide the employee with some directions upon notice and obtain his signature for record-keeping before the transfer.
Theft is a crime, and if the customer involves the police, based on the outcome of the investigation, you may terminate the employee with notice.
Unjustified action... Termination based on suspicion.
Email: adv.mktiwari@hotmail.com
From India, Gurgaon
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Dear Nashbramhall,
You should investigate the charges, and if they are proven, then only should you consider it an ideal situation to terminate an employee. If the accusations are not proven, it would be unethical to terminate anyone.
Regards,
Syed Jamshed Kazmi
From United Arab Emirates, Sharjah
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You should investigate the charges, and if they are proven, then only should you consider it an ideal situation to terminate an employee. If the accusations are not proven, it would be unethical to terminate anyone.
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