Hello Professionals,
Every company has its own policies and procedures for everything. If an employee goes beyond the policies and procedures, such as sharing the company's database with anyone, what actions are required to be taken? Please suggest!
Warm Regards,
Sweksha
From India, Hazaribagh
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2Every company has its own policies and procedures for everything. If an employee goes beyond the policies and procedures, such as sharing the company's database with anyone, what actions are required to be taken? Please suggest!
Warm Regards,
Sweksha
From India, Hazaribagh
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Sharing database or company data with an outsider is infringement of company’s intellectual property rights; and if it amounts to Data Theft can lead to jail term too. Regards, Rahul
From India, Delhi
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From India, Delhi
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Since your narration in your post amounts to stealing company's property, unauthorizedly, and is a grave misconduct, immediately conduct a preliminary fact-finding investigation to ascertain the bare facts related to and connected with the said reported act of misconduct. This includes the date (or duration/period), time, venue/place, and the act of stealing the company's data, singly or in connivance.
Once you collect sufficient reliable information/details of the case:
1. Frame a proper charge sheet/explanation letter containing definite acts of misconduct/allegations to be issued to the individual, seeking their reply/explanation as to why disciplinary action should not be taken. This includes the appointment of an inquiry officer/committee who shall commence, conduct, and conclude the inquiry following the principles of natural justice and laid-down procedures.
2. Upon receipt of the inquiry report with definite and conclusive findings, the employer/punishing authority needs to apply their mind thereto and decide on the quantum of punishment by way of disciplinary action as per the service rules/standing orders applicable to the delinquent employee.
Kritarth Team of HR Professionals who are Appointed as Inquiry Officers
9 Jan 2019
From India, Delhi
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Once you collect sufficient reliable information/details of the case:
1. Frame a proper charge sheet/explanation letter containing definite acts of misconduct/allegations to be issued to the individual, seeking their reply/explanation as to why disciplinary action should not be taken. This includes the appointment of an inquiry officer/committee who shall commence, conduct, and conclude the inquiry following the principles of natural justice and laid-down procedures.
2. Upon receipt of the inquiry report with definite and conclusive findings, the employer/punishing authority needs to apply their mind thereto and decide on the quantum of punishment by way of disciplinary action as per the service rules/standing orders applicable to the delinquent employee.
Kritarth Team of HR Professionals who are Appointed as Inquiry Officers
9 Jan 2019
From India, Delhi
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