Mixing
HR wants to terminate a member of my team [closed]
Clash Royale CLAN TAG#URR8PPP
.everyoneloves__top-leaderboard:empty,.everyoneloves__mid-leaderboard:empty margin-bottom:0;
up vote
3
down vote
favorite
I am managing a team internationally. one of my team members in another country has access to attendance DB and he changed his attendance from DB directly to be meeting the time attendance policy of the company.
HR in his country discovered this and wants to terminate him. he is the only technical guy in this office and he is hard-worker, and saving a lot of my efforts to handle some technical issues related to this country. and finding a replacement is not an easy process due to high level of customization of our product.
Do you think that i should approve the HR decision or stand against it.
I know this is a very specific question, but i need an advice only (if you were me, what would you do)
termination
asked Sep 15 '15 at 9:24
WEB
1,3862518
closed as off-topic by Jon Story, Lilienthal♦, Masked Man♦, gnat, nvoigt Sep 15 '15 at 10:58
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Masked Man, gnat
 |Â
show 3 more comments
up vote
3
down vote
favorite
I am managing a team internationally. one of my team members in another country has access to attendance DB and he changed his attendance from DB directly to be meeting the time attendance policy of the company.
HR in his country discovered this and wants to terminate him. he is the only technical guy in this office and he is hard-worker, and saving a lot of my efforts to handle some technical issues related to this country. and finding a replacement is not an easy process due to high level of customization of our product.
Do you think that i should approve the HR decision or stand against it.
I know this is a very specific question, but i need an advice only (if you were me, what would you do)
termination
asked Sep 15 '15 at 9:24
WEB
1,3862518
closed as off-topic by Jon Story, Lilienthal♦, Masked Man♦, gnat, nvoigt Sep 15 '15 at 10:58
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Masked Man, gnat
2
"What should I do?" questions aren't really a good fit for Workplace.SE, as there are too many options and it's entirely opinion based.
– Jon Story
Sep 15 '15 at 9:31
3
The way this question is worded, makes it very specific to your situation and it seems like you are seeking the advice of a mentor more than a technical solution. Having that said, I see two valuable issues here which can be discussed: How do I reprimand the unethical behavior of one of my subordinates? / How can I defend my subordinates from dismissal, when I believe she/he deserves a second chance?
– Underdetermined
Sep 15 '15 at 9:32
12
he changed his attendance from DB directly I would fire him immediately if I were you because I know if I don't, he probably would steal money from the company's account next time.
– scaaahu
Sep 15 '15 at 9:38
7
If I were in your position, I would figure out how to fix the broken system which lets an employee edit his attendance record. Alternatively, I would question the broken policy which makes a big deal out of how much time the employee's bum is in contact with the office chair, especially since he is getting important work done despite the shortfall in attendance. Probably not the answer you were looking for, but you did ask what I would do in the situation.
– Masked Man♦
Sep 15 '15 at 10:31
2
Timecard fraud is a serious legal issue. You can lose contracts/ clients over this sort of thing. Further, anyone with access to production systems who is wiling to change things in the backend on one has the possibility of changing this or committing financial fraud or stealing personal information. If he can't be trusted with the time card application, he cannot be trusted to access any other system your company has. This is a big deal with people who have production access. This is NOT a person we want in our profession or working for your company no matter how good his technical work is.
– HLGEM
Sep 15 '15 at 14:43
 |Â
show 3 more comments
up vote
3
down vote
favorite
up vote
3
down vote
favorite
I am managing a team internationally. one of my team members in another country has access to attendance DB and he changed his attendance from DB directly to be meeting the time attendance policy of the company.
HR in his country discovered this and wants to terminate him. he is the only technical guy in this office and he is hard-worker, and saving a lot of my efforts to handle some technical issues related to this country. and finding a replacement is not an easy process due to high level of customization of our product.
Do you think that i should approve the HR decision or stand against it.
I know this is a very specific question, but i need an advice only (if you were me, what would you do)
termination
asked Sep 15 '15 at 9:24
WEB
1,3862518
I am managing a team internationally. one of my team members in another country has access to attendance DB and he changed his attendance from DB directly to be meeting the time attendance policy of the company.
HR in his country discovered this and wants to terminate him. he is the only technical guy in this office and he is hard-worker, and saving a lot of my efforts to handle some technical issues related to this country. and finding a replacement is not an easy process due to high level of customization of our product.
Do you think that i should approve the HR decision or stand against it.
I know this is a very specific question, but i need an advice only (if you were me, what would you do)
termination
asked Sep 15 '15 at 9:24
WEB
1,3862518
edited Sep 15 '15 at 9:42
asked Sep 15 '15 at 9:24
WEB
1,3862518
asked Sep 15 '15 at 9:24
WEB
1,3862518
asked Sep 15 '15 at 9:24
WEB
1,3862518
1,3862518
closed as off-topic by Jon Story, Lilienthal♦, Masked Man♦, gnat, nvoigt Sep 15 '15 at 10:58
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Masked Man, gnat
closed as off-topic by Jon Story, Lilienthal♦, Masked Man♦, gnat, nvoigt Sep 15 '15 at 10:58
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Masked Man, gnat
2
"What should I do?" questions aren't really a good fit for Workplace.SE, as there are too many options and it's entirely opinion based.
– Jon Story
Sep 15 '15 at 9:31
3
The way this question is worded, makes it very specific to your situation and it seems like you are seeking the advice of a mentor more than a technical solution. Having that said, I see two valuable issues here which can be discussed: How do I reprimand the unethical behavior of one of my subordinates? / How can I defend my subordinates from dismissal, when I believe she/he deserves a second chance?
– Underdetermined
Sep 15 '15 at 9:32
12
he changed his attendance from DB directly I would fire him immediately if I were you because I know if I don't, he probably would steal money from the company's account next time.
– scaaahu
Sep 15 '15 at 9:38
7
If I were in your position, I would figure out how to fix the broken system which lets an employee edit his attendance record. Alternatively, I would question the broken policy which makes a big deal out of how much time the employee's bum is in contact with the office chair, especially since he is getting important work done despite the shortfall in attendance. Probably not the answer you were looking for, but you did ask what I would do in the situation.
– Masked Man♦
Sep 15 '15 at 10:31
2
Timecard fraud is a serious legal issue. You can lose contracts/ clients over this sort of thing. Further, anyone with access to production systems who is wiling to change things in the backend on one has the possibility of changing this or committing financial fraud or stealing personal information. If he can't be trusted with the time card application, he cannot be trusted to access any other system your company has. This is a big deal with people who have production access. This is NOT a person we want in our profession or working for your company no matter how good his technical work is.
– HLGEM
Sep 15 '15 at 14:43
 |Â
show 3 more comments
2
"What should I do?" questions aren't really a good fit for Workplace.SE, as there are too many options and it's entirely opinion based.
– Jon Story
Sep 15 '15 at 9:31
3
The way this question is worded, makes it very specific to your situation and it seems like you are seeking the advice of a mentor more than a technical solution. Having that said, I see two valuable issues here which can be discussed: How do I reprimand the unethical behavior of one of my subordinates? / How can I defend my subordinates from dismissal, when I believe she/he deserves a second chance?
– Underdetermined
Sep 15 '15 at 9:32
12
he changed his attendance from DB directly I would fire him immediately if I were you because I know if I don't, he probably would steal money from the company's account next time.
– scaaahu
Sep 15 '15 at 9:38
7
If I were in your position, I would figure out how to fix the broken system which lets an employee edit his attendance record. Alternatively, I would question the broken policy which makes a big deal out of how much time the employee's bum is in contact with the office chair, especially since he is getting important work done despite the shortfall in attendance. Probably not the answer you were looking for, but you did ask what I would do in the situation.
– Masked Man♦
Sep 15 '15 at 10:31
2
Timecard fraud is a serious legal issue. You can lose contracts/ clients over this sort of thing. Further, anyone with access to production systems who is wiling to change things in the backend on one has the possibility of changing this or committing financial fraud or stealing personal information. If he can't be trusted with the time card application, he cannot be trusted to access any other system your company has. This is a big deal with people who have production access. This is NOT a person we want in our profession or working for your company no matter how good his technical work is.
– HLGEM
Sep 15 '15 at 14:43
2
2
"What should I do?" questions aren't really a good fit for Workplace.SE, as there are too many options and it's entirely opinion based.
– Jon Story
Sep 15 '15 at 9:31
"What should I do?" questions aren't really a good fit for Workplace.SE, as there are too many options and it's entirely opinion based.
– Jon Story
Sep 15 '15 at 9:31
3
3
The way this question is worded, makes it very specific to your situation and it seems like you are seeking the advice of a mentor more than a technical solution. Having that said, I see two valuable issues here which can be discussed: How do I reprimand the unethical behavior of one of my subordinates? / How can I defend my subordinates from dismissal, when I believe she/he deserves a second chance?
– Underdetermined
Sep 15 '15 at 9:32
The way this question is worded, makes it very specific to your situation and it seems like you are seeking the advice of a mentor more than a technical solution. Having that said, I see two valuable issues here which can be discussed: How do I reprimand the unethical behavior of one of my subordinates? / How can I defend my subordinates from dismissal, when I believe she/he deserves a second chance?
– Underdetermined
Sep 15 '15 at 9:32
12
12
he changed his attendance from DB directly I would fire him immediately if I were you because I know if I don't, he probably would steal money from the company's account next time.
– scaaahu
Sep 15 '15 at 9:38
he changed his attendance from DB directly I would fire him immediately if I were you because I know if I don't, he probably would steal money from the company's account next time.
– scaaahu
Sep 15 '15 at 9:38
7
7
If I were in your position, I would figure out how to fix the broken system which lets an employee edit his attendance record. Alternatively, I would question the broken policy which makes a big deal out of how much time the employee's bum is in contact with the office chair, especially since he is getting important work done despite the shortfall in attendance. Probably not the answer you were looking for, but you did ask what I would do in the situation.
– Masked Man♦
Sep 15 '15 at 10:31
If I were in your position, I would figure out how to fix the broken system which lets an employee edit his attendance record. Alternatively, I would question the broken policy which makes a big deal out of how much time the employee's bum is in contact with the office chair, especially since he is getting important work done despite the shortfall in attendance. Probably not the answer you were looking for, but you did ask what I would do in the situation.
– Masked Man♦
Sep 15 '15 at 10:31
2
2
Timecard fraud is a serious legal issue. You can lose contracts/ clients over this sort of thing. Further, anyone with access to production systems who is wiling to change things in the backend on one has the possibility of changing this or committing financial fraud or stealing personal information. If he can't be trusted with the time card application, he cannot be trusted to access any other system your company has. This is a big deal with people who have production access. This is NOT a person we want in our profession or working for your company no matter how good his technical work is.
– HLGEM
Sep 15 '15 at 14:43
Timecard fraud is a serious legal issue. You can lose contracts/ clients over this sort of thing. Further, anyone with access to production systems who is wiling to change things in the backend on one has the possibility of changing this or committing financial fraud or stealing personal information. If he can't be trusted with the time card application, he cannot be trusted to access any other system your company has. This is a big deal with people who have production access. This is NOT a person we want in our profession or working for your company no matter how good his technical work is.
– HLGEM
Sep 15 '15 at 14:43
 |Â
show 3 more comments
active
oldest
votes
active
oldest
votes
active
oldest
votes
active
oldest
votes
active
oldest
votes
2
"What should I do?" questions aren't really a good fit for Workplace.SE, as there are too many options and it's entirely opinion based.
– Jon Story
Sep 15 '15 at 9:31
3
The way this question is worded, makes it very specific to your situation and it seems like you are seeking the advice of a mentor more than a technical solution. Having that said, I see two valuable issues here which can be discussed: How do I reprimand the unethical behavior of one of my subordinates? / How can I defend my subordinates from dismissal, when I believe she/he deserves a second chance?
– Underdetermined
Sep 15 '15 at 9:32
12
he changed his attendance from DB directly I would fire him immediately if I were you because I know if I don't, he probably would steal money from the company's account next time.
– scaaahu
Sep 15 '15 at 9:38
7
If I were in your position, I would figure out how to fix the broken system which lets an employee edit his attendance record. Alternatively, I would question the broken policy which makes a big deal out of how much time the employee's bum is in contact with the office chair, especially since he is getting important work done despite the shortfall in attendance. Probably not the answer you were looking for, but you did ask what I would do in the situation.
– Masked Man♦
Sep 15 '15 at 10:31
2
Timecard fraud is a serious legal issue. You can lose contracts/ clients over this sort of thing. Further, anyone with access to production systems who is wiling to change things in the backend on one has the possibility of changing this or committing financial fraud or stealing personal information. If he can't be trusted with the time card application, he cannot be trusted to access any other system your company has. This is a big deal with people who have production access. This is NOT a person we want in our profession or working for your company no matter how good his technical work is.
– HLGEM
Sep 15 '15 at 14:43