Reference no: EM132722586

Assume you are the HR director for a large regional bank. One of the branch managers calls you regarding one of her employees. The manager tells you that Robert, a teller, was caught taking $10 from another teller's station. When confronted, Robert admitted to taking the money from the other teller's station because he said he left his wallet at home that morning and needed to get some gas for his car during his lunch break. He apologized profusely and swears he had planned to replace the money as soon as he returned from lunch.

• The manager tells you that she is struggling with what to do because Robert has been an excellent employee for the 5 years he has worked at the bank. "He is wonderful with customers, and knows our system better than any other teller." You respond, "I understand he's been a good performer, but our policy is clear. Theft of any kind will result in immediate termination". All employees sign the policy manual during on-boarding.

"You know," the manager responds. "That's where my problem lies. If don't let him go the other employees will see that making an exception to this policy - and everyone here knows what happened since two other tellers saw him take the money. If fire him though, lose one of best employees and except for this one incident have only good things to say about Robert. Plus, he says he was only borrowing the money, not stealing it".

Questions

Question 1. Should Robert be fired? Why or why not?

Question 2. Under what circumstances would you consider making an exception to a policy on theft among employees?

Question 3. If you feel Robert must be fired, advise the branch manager on how to handle the termination meeting with him. If you don't recommend termination, what should she say to him?