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<p>A. Turn your back to him</p> <p>B. Be the punisher</p> <p>C. Support him</p> <p>D. Defend him</p> <p> </p>
D. I will defend him and mediate with HR and senior management to settle this issue and settle to issuing him a warning to be careful next time and brief him on company policies and acceptable procesures.
D. Defend him.
See the all areas of what happened and warn him this will effect you and the company as you a member that you work for the good of everybody and maybe you show by mistake bad image and that isn't supposed to happen.
At first you sign and agree to the policy so you make sure you do the right way.
Nobody deserve to be punished or terminated because of human error unless it is out of your hand, but you will do the best to keep the employee with you and don't want to loose him. Make him recover and do the best for him and for you and for the company that he is loyal to...
Punishing for Unintentional violations of company regulations is a mistake of effective communication and punishing for and on such grounds will attract mass protests, the regulations require modifications or further clarifications through circulars. Such things should be represented to HR with necessary suggestions and Defend the employees from disciplinary actions, by obtaining from them polite explanations.
Definitely support and defend him. After all, team comes first. And a team must be a team at good but mainly at bad. Especially if it was an unintented fault.
Will defend him as the evidence prove to be unintentionally done. HR case may be based on the first hand information received . But channelizing this to HR through peer group may lead to further investigation and will be a whistle blower for future for all employees for not commiting the same mistake . Hence catalyze for a better internal communication and visibility . Also give a insights about responsible HR policy by raising a case and later investigating .
I will go with D. Might be he was unaware of the HR Policies and Procedures. I will give a clear explanation on this Issue towards my Top Management People. Strictly give him the Instructions to be followed and get an Apology letter from him.
D. I will defend him if the mistake is for the first time, help the HR to clear the position of the employee that the person is not culprit, and suggest them to maximum give him a warning so that next time he will not do such things even unintentionally, and be cautious and vigilant at work.
If employee does unintentionally any work, which does not hamper the organizational reputation. Organization can go defend and support to employee through proper investigation. However, if he or she does intentionally, he or she will get punishment after investigation.
I will support him and convince HR to give him a chance. But it should be checked whether the HR/ Trainers always give detailed information about company's rules and regulations to the employees or not.
I will certainly defend him, but these sort of events shows the ineffective working of training department.
It is OK that team comes first, but if the violation is serious then some strict notice should have been taken against the guilty, after proper investigation.
D. Defend him as it was intentional but will definitely will warn him to be careful in future
