Should We Forgive and Guide Employees Who Make Mistakes Instead of Terminating Them?

Dear Fraternity,

We are all human resource professionals proudly. We will initiate disciplinary actions against any issues, problems, or victims at any time or involving anyone.

Case Study for Your Reference:

X person is working for Z company as a Senior Engineer. He provided a fake salary slip to secure a job in another organization. Coincidentally, the concerned company contacted his current company to verify his credentials. The HR Manager provided negative information to that company, not only regarding the fake salary slip but also his behavior.

1. The current company's HR manager terminated him from service.
2. The proposed company also withdrew his candidacy.

Of course, it's a heart-touching incident in my life.

1. As people's managers, why can't we forgive his mistake and give him a chance to change his life instead of termination?
2. Why can't we help them when they are in trouble by showing humanity and concern?
3. Why can't we be the change in his life by guiding and motivating him in the right direction?
4. When we are unable to help someone, why should we ruin their life by making negative statements?

Blind Law: The law requires proof for everything, without considering anyone's feelings, sentiments, or the actual wrongful acts. If someone is cheated or assaulted, will they have proof to prove it? The law is blind and cannot see inner feelings.

Please share your professional comments. Let's assist people who are in dire need.

Regards.

It is true that HR is expected to be empathetic, but you are being emotional!

Every employee knows that companies conduct background checks. If someone is good enough, they should negotiate the pay during the selection process. Why deliberate manipulations?! It's a crime against the company.

Badmouthing is indeed not encouraged, but you cannot control faults that sometimes lie on both sides. You cannot judge without proper inquiry.

It's a practice throughout the world to pass students who are on the verge of failing by giving them bonus marks. The intention is to avoid stymying their future education. The same goes almost everywhere; even the worst employee gets an average review. The reason is not to target their living, as everyone works for a living, food, clothing, shelter (plus luxuries, today's necessity!).

Individuals talk about emotions because they think they can just talk and relax. When they are asked to invest some funds to resolve the issue, they themselves become victims and create a scenario to claim others' emotions. Not a mature practice... You say you are in HRM, you must behave like one. You can't encourage such anti-social activities and frauds.

Do not blame the law unless you are well-learned in law! If the law hadn't done its duty, you wouldn't have stopped your vehicle at the signals and cared for the vehicles in front of you to avoid hitting.

I appreciate your valuable responses. I am not blaming the law, just mentioning the reality. Why don't we try to make it right? This is my intention.

Of course, we should not entertain those people to make such mistakes, but we know how our laws are practiced at a gross level. Punishment is not the only way to make someone realize their mistakes. There are many ways to make them right.

You can also refer to recent case laws against politicians, industrialists, and bureaucrats. Where is the value for integrity, code of conduct, and the practice of law?

If someone has made a mistake, let them realize their faults and come up in life with all the success. Everyone has made mistakes in their life in one way or another; no one is perfect in this world except God. Learning from mistakes is life.

Regards

Justification of Termination for Misrepresentation

Was it justified to have terminated the services of the employee who had misrepresented his salary slip to a new proposed employer but had not committed any wrongdoing towards your company? What sort of misconduct had he engaged in towards your company that led you to impose such a drastic action upon him? If he had indeed acted improperly, his offer would have likely been rejected by the new employer. Perhaps there was a typographical error in providing his salary details, such as showing basic instead of gross, but how does this concern your company? Was misrepresentation to outsiders considered misconduct according to your company's policies? Was he given the opportunity to explain the alleged misrepresentation? Has he contested this decision through the appropriate channels?

Thanks,

Sushil