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HRM CA | 28 Apr 2014, 10:12 AM Agree 0
This HR team paid for a hasty management decision – would you have done the same?
  • Bill Smyth | 28 Apr 2014, 03:06 PM Agree 0
    Given the facts, the manager's reaction is absolutely pathetic and beyond reason. He should be fired. No logic at all.
  • JoAnn | 28 Apr 2014, 04:17 PM Agree 0
    The Manager and not the employee should be fired. Would they rather have the employee go into insulin shock instead? There are 'exceptions' in every case and this is one of them.
  • JoAnn | 28 Apr 2014, 04:18 PM Agree 0
    oh, one more thing, if the article is correct, she was not Stealing!!
  • Danny G | 28 Apr 2014, 10:57 PM Agree 0
    Wow. Really? Hard to believe a person with even the slightest amount of common sense would do something so ridiculous as fire this poor girl. I'd love to have had a chat with this guy in my office after finding out what he did.

    I don't see how this case could actually get to the Human Rights Tribunal? Duh apologize and compensate the girl.....Lifetime supply of chips! Is the organization actually supporting his decision? Crazy...
  • John Hand | 01 May 2014, 12:09 PM Agree 0
    I worked for a grocery store that had a zero tolerance to theft. Lots of people were fired for stealing and eating cookies ftom the bakery. We covered it in their training and then complete an online orientation that covers employee theft.

    The employee in this story should have approached management immediately after eating to tell them what happened and pay for them immediately, not wait until the end of the shift.
  • Linda Buono | 01 May 2014, 12:52 PM Agree 0
    let's remember that as in most termination cases, there is more to it than is reported in a short article. As far as I know, chips are not a snack that would help a diabetic's blood sugar. We have all had situations where an employee conveniently uses a disability to cover up for an indiscretion. The facts of the case may be more than what is being reported.
  • John | 05 May 2014, 11:57 AM Agree 0
    I worked in retail and HR for many years, and employee theft is a huge problem. I cannot count the number of times that employees took candy, chocolate.... However the first questions to ask if they were caught, were do they have a medical condition such as diabetes? Do they have other accommodation needs etc? Did they try and pay for the item on their own, and before they left the building? Not that this makes it right, but it is an important fact. Do the due diligence before making the decision would be my suggestion.
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