Hi all,
I am writing here because I am not able to find the solution for one problem. One of our employees has lost his company mobile, data card, and secure ID during travel time on the rail. The person who has lost the mobile has informed me, but I am unsure about the appropriate action to resolve this issue.
My question is: Should the company seek reimbursement from the employee for these costs? Or should some other action be taken?
Regards,
Lavanya
From India, Delhi
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3I am writing here because I am not able to find the solution for one problem. One of our employees has lost his company mobile, data card, and secure ID during travel time on the rail. The person who has lost the mobile has informed me, but I am unsure about the appropriate action to resolve this issue.
My question is: Should the company seek reimbursement from the employee for these costs? Or should some other action be taken?
Regards,
Lavanya
From India, Delhi
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Hi Lavanya,
First, check your company policy to see what is written regarding employees losing company assets such as mobile phones, laptops, etc. If there is a specific guideline stating that the employee needs to replace the asset or reimburse the company, then you should follow that protocol.
Alternatively, you can ask the employee to replace the lost items and return them to the company. For a mobile phone (worth the same cost or 50-75% of the cost), it is advisable to have it replaced. Data cards can be expensive, so getting it replaced would be necessary. Regarding the ID, you can relieve the employee and provide a new ID, especially if it is the first time it has been lost. If the employee loses the ID a second time, you can charge them for the replacement.
Thank you,
Gladys
From India, Mumbai
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First, check your company policy to see what is written regarding employees losing company assets such as mobile phones, laptops, etc. If there is a specific guideline stating that the employee needs to replace the asset or reimburse the company, then you should follow that protocol.
Alternatively, you can ask the employee to replace the lost items and return them to the company. For a mobile phone (worth the same cost or 50-75% of the cost), it is advisable to have it replaced. Data cards can be expensive, so getting it replaced would be necessary. Regarding the ID, you can relieve the employee and provide a new ID, especially if it is the first time it has been lost. If the employee loses the ID a second time, you can charge them for the replacement.
Thank you,
Gladys
From India, Mumbai
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Hi Lavanya,
No issues at all. In that case, you can define a policy stating: "Disciplinary action can be taken against an individual for any misuse, damage, or theft of company assets. Replacement charges might be imposed on the individual."
After that, you can discuss and decide with senior members of your company on one of the options suggested earlier.
Thank you.
From India, Mumbai
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No issues at all. In that case, you can define a policy stating: "Disciplinary action can be taken against an individual for any misuse, damage, or theft of company assets. Replacement charges might be imposed on the individual."
After that, you can discuss and decide with senior members of your company on one of the options suggested earlier.
Thank you.
From India, Mumbai
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Thank you for your suggestion. If possible, could you pls send me policy "ottom" which you mentioned above, just for my understanding. regards Lav —
From India, Delhi
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From India, Delhi
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I think Lavanya is right. In no way are you supposed to pay any amount for somebody who is so careless about his belongings. You should deduct all the costs from his salary. The maximum you can do is deduct it in parts instead of in one month's salary because that will be a big deduction. This incident should be a lesson for people who don't take care of company assets.
From India, Calcutta
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From India, Calcutta
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I would say I am a bit surprised to see the responses on this issue.
Why do you always go to extreme steps every time?
Put yourself in his shoes and understand the situation. Just because he lost the materials, you cannot term him as careless. If he has a history of the same, then it could be thought.
Please ask him to file a complaint with the police to get an FIR, which is very vital. Talk to him and understand his current situation. By this time, he must have undergone a lot of turmoil regarding the situation.
On top of this, if you go by the suggestions, the employee will be under mental stress, resulting in less productivity, detachment from the job and the company, eventually leading to a loss for the company.
Make an alternative arrangement, give him a laptop or PC (if the work done by him can be finished with a PC). Provide him with a budget mobile and only charge for the travel ID.
Take a written statement from him, stating that he will be responsible in the future. By doing this, you are also making him comfortable, ensuring no pause or stop in his job and, at the same time, making him realize his mistake and become more responsible.
Please understand, we are human resource professionals.
From India, Coimbatore
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Why do you always go to extreme steps every time?
Put yourself in his shoes and understand the situation. Just because he lost the materials, you cannot term him as careless. If he has a history of the same, then it could be thought.
Please ask him to file a complaint with the police to get an FIR, which is very vital. Talk to him and understand his current situation. By this time, he must have undergone a lot of turmoil regarding the situation.
On top of this, if you go by the suggestions, the employee will be under mental stress, resulting in less productivity, detachment from the job and the company, eventually leading to a loss for the company.
Make an alternative arrangement, give him a laptop or PC (if the work done by him can be finished with a PC). Provide him with a budget mobile and only charge for the travel ID.
Take a written statement from him, stating that he will be responsible in the future. By doing this, you are also making him comfortable, ensuring no pause or stop in his job and, at the same time, making him realize his mistake and become more responsible.
Please understand, we are human resource professionals.
From India, Coimbatore
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Any disciplinary action must be referred to the company policy. You cannot implement a policy retroactively. Normally, such matters are addressed in the company's code of conduct or policy manual. If not, you can add it now.
In the current situation, you must review the circumstances objectively and make a decision that is mutually beneficial.
From India, Delhi
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In the current situation, you must review the circumstances objectively and make a decision that is mutually beneficial.
From India, Delhi
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Hello Mr. Zardari,
Good to see your comments on the issue. I really appreciate your thinking. We, as HR professionals, should think in a different, more mature way. All the best.
Regards,
Monaisha
From India, Delhi
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Good to see your comments on the issue. I really appreciate your thinking. We, as HR professionals, should think in a different, more mature way. All the best.
Regards,
Monaisha
From India, Delhi
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How come you guys are convinced that he has lost the items? He may have given it to someone, sold it, or done a number of other things. The first thing he needs to do is explain his conduct in writing, stating that he has lost these items, and a FIR should be lodged for the same. A show cause notice should be issued to him, asking him to explain why disciplinary action should not be taken against him for such behavior. Based on his response, further action can be taken, or if his response is satisfactory to the management, replaced items should be provided to him. As an employee, it is one's moral responsibility to be cautious with the goods provided unless something has happened beyond one's control, such as theft, snatching, etc.
From United Kingdom
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From United Kingdom
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(Fact Checked)-The user's reply contains accurate information and provides good advice on reviewing the situation objectively and aiming for a win-win outcome. (1 Acknowledge point)