I think he is a smart guy who has stolen code from an IT company like yours, who has only been here for the last 3 months. I believe you should redirect his exceptional mind towards some positive projects. Give him a chance to change and utilize him in the right way.
From India, Dewas
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From India, Dewas
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I do agree with Anand, you should also cross check with him/her about this matter. May be someone else might be involved and take the necessary action against them. Rgds,
From India, Calcutta
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From India, Calcutta
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Hi Sangeeta!
I think you should refer to your company's HR policy - Employee Misconduct Section and act accordingly. In case you don't have one, then please ensure there is a comprehensive policy in place for the future.
For the present situation, I think you can issue a letter of suspension and charge sheet which contains the details of the misconduct and conduct a proper inquiry into the case with the employee on suspension. If the employee is proven guilty, then fire him/her, and you can also consider taking legal action against the guilty employee to set an example for other employees.
Regards,
Sonia
From India, New Delhi
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I think you should refer to your company's HR policy - Employee Misconduct Section and act accordingly. In case you don't have one, then please ensure there is a comprehensive policy in place for the future.
For the present situation, I think you can issue a letter of suspension and charge sheet which contains the details of the misconduct and conduct a proper inquiry into the case with the employee on suspension. If the employee is proven guilty, then fire him/her, and you can also consider taking legal action against the guilty employee to set an example for other employees.
Regards,
Sonia
From India, New Delhi
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Dear Sangeeta,
Please conduct a thorough study of the entire case very minutely. Then, discuss with the employee who committed the act and refer to his employment letter and the HR policies and procedures of the company for guidance. Only then can you arrive at a fair and justified verdict.
Regards,
Bhagwan Tolani
+919784539090
From India, Mumbai
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51Please conduct a thorough study of the entire case very minutely. Then, discuss with the employee who committed the act and refer to his employment letter and the HR policies and procedures of the company for guidance. Only then can you arrive at a fair and justified verdict.
Regards,
Bhagwan Tolani
+919784539090
From India, Mumbai
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Dear Riya,
Stealing is a punishable offense in any case. The first step should be to collect all the evidence against the culprit and then prove the offense. Thereafter, terminate him, mentioning the reason in his termination letter, and lodge an FIR against him as well. This way, no one else will dare to do the same in the future.
With Regards,
Ashfaque.
From India, Gurgaon
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Stealing is a punishable offense in any case. The first step should be to collect all the evidence against the culprit and then prove the offense. Thereafter, terminate him, mentioning the reason in his termination letter, and lodge an FIR against him as well. This way, no one else will dare to do the same in the future.
With Regards,
Ashfaque.
From India, Gurgaon
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Find out first whether he had actually done it or not. If yes, he had violated the ethics of the company. I think a person who is not faithful with his work, i.e., through which he earns the bread and butter, i.e., his livelihood, so how can you sustain him for another future mishappenings in the company. Also, find out the reasons as to why he had done it. Thanks.
From India, Gurgaon
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From India, Gurgaon
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I miss Dada and his witty comments. :-D
I am a great fan of the DILBERT comic strip by Scott Adams; according to which the best solution could be - "shoot the employee right away and scream - thief! thief!!"
Regards. :-P
Legal Disclaimer - (mail me for the text.)
From India, Delhi
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I am a great fan of the DILBERT comic strip by Scott Adams; according to which the best solution could be - "shoot the employee right away and scream - thief! thief!!"
Regards. :-P
Legal Disclaimer - (mail me for the text.)
From India, Delhi
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Dear,
It doesn't matter if he has been with the company for 3 months or 3 years, or whether he is a good performer or a bad performer - terminate him and communicate this message to all existing staff members. This policy applies to everyone, whether they are in a top-level, middle-level, or bottom-level position.
This type of action is necessary for building a good culture and transparency in the company.
Regards,
Devendra Patel
From India, Ahmadabad
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It doesn't matter if he has been with the company for 3 months or 3 years, or whether he is a good performer or a bad performer - terminate him and communicate this message to all existing staff members. This policy applies to everyone, whether they are in a top-level, middle-level, or bottom-level position.
This type of action is necessary for building a good culture and transparency in the company.
Regards,
Devendra Patel
From India, Ahmadabad
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Lodge a compliant under company policies or tell your it to your senior management and ask what relevant you can do. Regards shaktiraj s. ghorpade
From India, Mumbai
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From India, Mumbai
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Dear Sangeetha,
Here, I would like to make you aware of this kind of issue. First, confirm with your IT/Networking team and check where exactly this code has gone, from whose mail ID, and for how long. Block his/her emails for a certain time and monitor all incoming and outgoing mails.
Meanwhile, please let me know if you have policies like (1) Safety and Security, (2) Internet, Email, and Intranet Policy. Based on this, you can take the necessary action on the concerned employee.
If you are confident that the code has gone from his/her mail ID, call him/her for a discussion along with his manager, as the manager is also equally responsible for this issue. After discussing, terminate him/her with immediate effect. Warn the concerned manager on how to handle a team, and hand over this issue to your Legal team for follow-up.
I do not agree with Miss Riya, as she mentioned that if the concerned employee is good at work, he should be given a chance to improve. Giving a second chance may not guarantee improvement or trust from the manager. Instead of this, terminate the concerned employee to set an example for others to be more cautious in their work to avoid such mistakes in the future.
Suggestion: It's better to inform your IT/Networking team to get software that converts all attachments into ASCII code. This way, you can worry less in the future. Additionally, consider blocking chat facilities and personal emails for internal communications; you can use your web server for this purpose.
Hope this solution works, and all the best. Please revert for any clarification.
From India, Hyderabad
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Here, I would like to make you aware of this kind of issue. First, confirm with your IT/Networking team and check where exactly this code has gone, from whose mail ID, and for how long. Block his/her emails for a certain time and monitor all incoming and outgoing mails.
Meanwhile, please let me know if you have policies like (1) Safety and Security, (2) Internet, Email, and Intranet Policy. Based on this, you can take the necessary action on the concerned employee.
If you are confident that the code has gone from his/her mail ID, call him/her for a discussion along with his manager, as the manager is also equally responsible for this issue. After discussing, terminate him/her with immediate effect. Warn the concerned manager on how to handle a team, and hand over this issue to your Legal team for follow-up.
I do not agree with Miss Riya, as she mentioned that if the concerned employee is good at work, he should be given a chance to improve. Giving a second chance may not guarantee improvement or trust from the manager. Instead of this, terminate the concerned employee to set an example for others to be more cautious in their work to avoid such mistakes in the future.
Suggestion: It's better to inform your IT/Networking team to get software that converts all attachments into ASCII code. This way, you can worry less in the future. Additionally, consider blocking chat facilities and personal emails for internal communications; you can use your web server for this purpose.
Hope this solution works, and all the best. Please revert for any clarification.
From India, Hyderabad
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India Inc Polices Employee Theft.pdf
DISCIPLINARY ACTION.ppt