EMPLOYMENT LAW

Employment Law

Employment Law

Introduction

A large portion of the workforce of any organization is trustworthy and sincere. However, companies are increasingly becoming aware of the threat that is posed by the very small number of employees that act in dishonest way and cause unethical behaviour in the business environment. This paper discusses the case of Dave, a manager who was dismissed for gross misconduct which involved theft. Dave was given the opportunity to launch an appeal against the verdict. This paper provides advice to Dave in order to proceed with the case in order to protect his professional and ethical competence at work.

Discussion

Many business organizations have adopted empowering their employees as well as taking strategic actions to drive ethical working environment from their employees. Undoubtedly, companies have been able to improve the level of support and service they could offer to their customers but improve the satisfaction that customer receives in doing business with the company. The increase in the usage of information technology in business environment has resulted in an increase in the vulnerabilities that can be exploited by the staff to use fraudulent techniques to get personal gratification over ethical behaviour. Organizations approach the causes of employee fraud or theft in keeping in perspective the risk associated with it.

Historically, organizations would make every effort to play down such incidents because it was believed to decrease the trust and confidence of the stakeholders in the company. The HR department was given the task of meditating the risk by quietly taking care of the case. Dishonest employees were asked to either leave their office or be dismisses unnoticeably. Nowadays, organizations share the information regarding dishonest employees with their business partners in the effort of saving these organizations from such nuisance. CiFAS, which is the Fraud Prevention Service in the United Kingdom maintains that fraudulent employees impacts the organization on a variety of key levels including financial, internal, employee relation and industry reputation.

Therefore, Dave should take this case seriously as Pamper Inc is likely to share the data with its business associates. This would have a negative impact on Dave's reputation in the job market and he is likely to suffer difficulties in getting his next job. Organizations are increasingly collaborating on identifying the bad fishes in their business environment so that they can protect their shareholders from the different risks that arise from fraudulent staff. Dave should approach the opportunity for appeal in a strategic manner as it is not a matter or ego but of professional dignity. This case can have huge impacts on his career as a manager. Dave should start off by developing a solid understanding of the term employee fraud for which he has been penalized for. The chief executive of CIFAS maintains that whenever an individual acts in deceitful ways to make a false depiction, purposefully provides wrong information or does not abide by the trust that was entrusted into him by the company; the employee is committing ...