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How to handle off-duty misconduct

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in Centerpiece,HR Management,Human Resources

Consider this scenario: One of your employees was arrested and charged with assault in a nightclub ruckus over the weekend. This is the same person who started a fight in your company’s parking lot two years ago.

He shows up for work Monday morning, business as usual, and you’re now concerned his temper might cause problems.

What now?

The seriousness of the charges, combined with the employee’s previous incident in the parking lot might justify a suspension. But a manager could be on thin ice if the charge is less severe than it was reported to be, or if the parking lot offense has not been documented. There is a fine line that separates an employee’s business life from his or her life as a private citizen.

Every case based on off-the-job behavior must be examined individually.

Take these extra precautions:

Be patient. First, keep in mind that an arrest is not a conviction. Anyone accused of a crime is entit...(register to read more)

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{ 1 comment… read it below or add one }

Mark Schaffner December 3, 2018 at 11:38 am

Don’t rely on press releases for info. Accusations aren’t convictions. Anyone can file a complaint, and it may be retaliatory. A filing for a TRO is almost always granted, and requires no police report or verification. Keep it about work, and what happens at work.

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