أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
There is no definite answer for this question because all cases are different from one another. But if the company has a clear protocol that the immediate supervisor/manager to the1st degree is to be responsible for the actions of his/her employees, then he/she will be terminated or suspended under the discretion of the management.
In a well established company, there is a due process that needs to be accomplished. An incident report, an NTE (Notice to Explain) to be furnished by the violator, and then an admin hearing which will be composed of the immediate supervisor,2nd degree manager (the manager of his manager), HR director/manager, and CEO or DM(if necessary). In this due process, sufficient information will be the basis for a clear judgement.
There is a legal doctrine that some companies follow in constructing and designing their company protocols and guidelines.
Respondeat superior (Latin: "let the master answer"; plural: respondeant superiores) is a legal doctrine which states that, in many circumstances, an employer is responsible for the actions of employees performed within the course of their employment
There are three considerations generally:
All in all, the manager will be held accountable for the actions of those under him or in his direct control. BUT, he doesn't have to suffer the same disciplinary imposed to his employee if it goes to the degree of termination / cancellation of contract. Suspension is the most common humanistic way of dealing with this scenarios. But if the degree of violation involves a massive amount of illegal purchases leading to the bankruptcy of the company or a huge financial blow to the company, then it is considered as a gross negligent act against the manager and termination is a justified reason for disciplinary action.
As per my opinion, yes. Manager should be able to track activities of his subordinaries, other wise he is not a good manager.
Dear Santos
First of all make an internal comate to investigate how he bypass the system and how many department and employees in involve in this act as per my experience without involvement of other department it is not possible( account department, department which indent material, approval officer etc)
Basis of the report of comate action on the reporting manager made with consideration of fallowing situation
1. Is he is aware with the situation (1)if yes management will ask him why he did not taken the appropriate action if satisfactory reply not found management can take the action (2) if no management will ask him how it is possible that he do not know about his junior activity if he is not able to supervise management can demote him
2. Is he is involve with the activity if yes management have to take legal action so that everyone in the company do not dare to repeat the action
Regards
Anurag
Yes he should be fired for this is also a part of his responsibilities
In larger organization, approvals are required for every type of purchases after tenders / contracts are studied and approved by approval team. There are approvers from different departments / sub-departments. The final contract is entered only after reviewing and shortlisting. Everything is on records.
Smaller companies have simpler processes for purchasing. Where managers operational work requires approvals for purchases, then he would be held ressponsible.
yes because the manager is responsible for the employees he managed and must overlook for them performance
Firstly, supervisor cannot be terminated his or her staff who are involving illegal activities as goods purchasing. It should be informed to HR to take neccessary action by Supervisor. After eceiving of claim, Head of HR will discuss the Head of the orgnization and form an investigation team. After that HR will receive the report from investigation team then it would be sahred head of the organization and take neccessary action according to HR policy on ths issue.
Yes, But only after a detailed enquiry of whether tere had been any negligence of responsibility from the manager even if he is not directly involved in it. At the same time a chance for giving him an opportunity to be more causius also exist.
After coducting a proper and a fair investigation, management should take such an appropriate action against the individuals involved no matter manager or subordinates so that it should stand as an example for the rest of the employees so that before getting involved in such actions, one should think twice but most of the times, people get away due to influence in the organization.
No the manager must not be fired,,he is innocent until proven guilty of the employees action.If he was not privy to these actions he has a right to defend himself and exonerate himself.The manager can sue the company for damages if he is wrongly accused.
