Action Against Employee Stealing

I was going thru the threads in this forum post and saw that the HR varies on their point of view on something that is very clearly mentioned in the Policy of the CO.Termination after a one on one is the only remedy and it should be set as an example for all others who work in the company,he should also be notified to all the companies that you have a poaching or non poaching agreement so that the other companies also save their valuable time of hiring and Data....

Hi AtoZ,
This is a serious issue and decision to be taken as early as possible to terminate the concern employee. Moreover, please refer to your Appointment letter to make corrective action. Please check the confidentiality agreement singed by the concern employee.
thangavel
Sr Executive - HR
99943 43043

Hi,
Check out whether you have a Non Competent or Non Disclosure Agreement or you have included any of this clause in the appointment order. If not first get it signed from all employees. Based on that you can take action and you can also take action on this particular employee that he has breached the organization security or IT policy.
I recommend you remove the person hold all the benefits till the inquiry is over don't give him any exit documents. Document properly the incident get proper evidence before you start acting.
Regards
Vijay

If any one found violating the company norms and that too related to company privacy and security policies, he should be taken under legal actions.
In addition to firing such employee such strict actions are recommended to be taken keeping in mind the severity and impact of those violations.

Hi Sangeeta,

1. You would probably interested in drawing some inferences from this incident which may at times lead to policy changes. Therefore the following course of action is recommended:
(a) Order an inquiry to establish the following:
(i) Motive behind the theft.
(ii) Recruitment process.
(iii)Circumstances under which the theft has taken place.
(iv) Intrusion method used by the employee.
2. The team leader should not be the inquiry officer.
3. Fire the employee on completion of the above.
4. Take corrective measures to prevent such activity.
5. Publish action taken report on all forums.
6. Take advise from higher management for reporting to police .
Take care
Tunar

Dear Sangeeta,
As per the term and condition of appointment letter.if there is any prohibition period for him.if yes.Then u can take an action on him and he will be terminated from the service.In this case u can terminate to him.
my suggestion is to give a one chance or final warning to him.
Regards,
Mohsin Md

Has he been cought red handed or its simply a suspicion? If cought red handed or he has confessed during initial enquiry by the management then please ask him to write his confessional statement and apology and then a resignation letter. If the management want to proceed further it can get a case recorded at the local police station under section 381 IPC i.e theft by servant. However, to avoid labour dispute in future it is the best way to ask him to submit resignation on personal grounds in full and final settlement.
adil Kolkata

Dear Riya,
* First and foremost change the password of the project.
* Second, keep the employee under suspension pending enquiry and see to it that he does not have access to any of the data/ computers or other software of the company.
* Issue strictures to others against interacting with him till the enquiry is over.
* See that he does not tamper with the proofs/ evidences which are essential for the enquiry.
* Initiate the enquiry and ensure that the Principles of Natural Justice are upheld by giving him ample opportunity.
* Based on the enquiry findings you / disciplinary authority take the decision to terminate his service.
* While terminating him ensure that he will be blacklisted by any future employer whoever he approaches.
Bye
Premson