ON EMPLOYEE DISCIPLINE – AN EMPLOYEE COMMITTED A MAJOR OFFENSE

ON EMPLOYEE DISCIPLINE – AN EMPLOYEE COMMITTED A MAJOR OFFENSE

Case: A trusted and talented architect of a company had a violation of dishonesty. The violation is punishable with dismissal as per Employee handbook, under Employee Discipline. The said employee is already regular and had been with the company for 10 years. His position cannot be filled-in right away since there is a rarity of Architects in the country. Besides there is an ongoing projects that need to be finished on a specified deadline. Would you imposed or would you consider giving him a second chance?

Giving second chances to employees who have committed a major offense, if improperly handled, may lead to demoralization of the others who have doing good all throughout their employment. Hence, HR people must have to careful on cases like these.

It is such a sensitive issue and must consider many things legal and documented before going the revert of what was already written in the Employee Handbook. Yes, the dilemma is : this Employee has to be dismissed because of dishonesty but it will  be hard to replace him and an ongoing projects have to be finished soon otherwise it may lead to company losses because of lack of qualified manpower.

Some factors that maybe used for reconsideration are following:

1.      The case does not have a strong documentary evidence to substantiate testimonial evidences;

2.    The offense committed did not lead to substantial losses or damage to life or property . DOLE use this sometimes although subjective in nature.

3.    Check the 201 file records of said employee. If it is not so bad, then maybe worth to add as a point in reconsideration case.

Please note that in giving reconsideration as part of Employee Discipline, the whole part of the Committee has to joint force in arriving to a sound decision. Make sure to gather all evidences which places the employee to that Personnel Decision. Also, giving reconsideration doesn't mean not giving the concerned empoyee any punishment. It may just lead to a lighter punishment such as suspension with stern warning of having the second and last chance.