How Can My Friend Address a Bribery Issue Without Resorting to Firing?

Hi all, please guide us as my friend is dealing with an issue where somebody in his company, working on projects, has demanded a bribe over the phone. He received this information from a contractor, and he cannot directly confront his employee based solely on the contractor's words. Additionally, he has approached Airtel to obtain the call records, but the network personnel advised him to file a police complaint so they can provide the required records.

The current challenge he is facing is that he wants to change his employee's mindset rather than resorting to termination.

Please provide guidance on how to handle this situation.

Thanks in advance.

Regards, KVJ

Dear Kanchana,

Does your friend work in real estate or an infrastructure company?

As far as bribes are concerned, the Project Manager (PM) will not be foolish enough to ask for his cut over the phone. Everyone knows that call-recording apps are available for free, and his call could get recorded. These things are discussed separately and not even in the office.

Contractors deal with a whole lot of PMs. In this industry, many people have their hands deep in the jam of corruption. If the contractor has given a complaint, then possibly he is yet to learn the tricks of his business.

Possibilities from your post

By reading between the lines, I find two possibilities from your post. The first one is about the excess percentage that the Project Manager (PM) could be demanding, and the contractor may not fulfill this excess demand. The second possibility is that the PM could be tough on quality issues. He might have told the contractor to do rework at multiple places. This rework might have eroded the contractor's profit. Now, to settle the score, he might have made a complaint against the PM. Tarnishing the image of the PM could be one of the ways of taking revenge. Of course, as stated earlier, this is my hypothesis and it may be true or may not be true.

Importance of evidence in complaints

Why did the contractor not understand a simple thing that while making a complaint, one has to keep evidence ready? How can he make a complaint without evidence?

Clarification needed on 'he'

One of the lines in your post says, "Now, the challenge is, he wants to change his employee mindset rather than removing him from the company." Who is 'he'? Do you mean the employer? If the PM is involved in corruption, then how can the employer wait for the change of mindset? What is this quixotic decision? It is beyond the common man's understanding. For further queries, feel free to [contact me](https://drive.google.com/file/d/0BwFZpLigNaA5TnVXck53a1RycU0/view?usp=sharing).

Thanks,

Dinesh Divekar

Dear Guidance Seekers,

For any act unworthy of employment, the employer or punishing authority must initiate disciplinary action as per the certified Standing Orders or the Service Rules, as applicable to the establishment in this instance.

No act of misconduct or indiscipline should be condoned, keeping in view that the purpose of disciplining is often aimed at correcting behavior.

Steps for Disciplinary Action

A preliminary inquiry should be held to ascertain whether there is a case to proceed with disciplinary action, namely:

1. Issue an explanation letter.
2. Once the reply or explanation is submitted, issue an office order appointing an Inquiry Officer to inquire into the allegation.
3. Hold the inquiry in accordance with the principles of natural justice.
4. Based on the inquiry report with findings, take necessary action.

Ask Team Kritarth to clarify further if required.

Regards, Team Kritarth

Email: [Email Removed For Privacy Reasons] Website: Home | Kritarth Consulting Private Limited

16.6.17

Approach to Handling Bribery Allegations

Details provided in the post indicate a telephone call from a contractor. If true, the contractor will be summoned to provide evidence, including the details of the calls and demands. Otherwise, if we proceed in the direction proposed by Kritarth, employee morale will suffer. That's why I suggest a balanced approach. It will be easier to verify the complaint in a confidential manner and proceed based on the truth. No organization can afford to lose a strict and dedicated employee, while also ensuring that employees adhere to moral ethics.