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Centro de Gestion Administrativa

The document discusses a small business owner who fired an employee for theft but did not have clear HR policies stating that theft was grounds for termination. When the ex-employee applied for unemployment benefits, the owner received a call asking if such policies were in place. The summary emphasizes that having HR policies is important for small businesses to cover situations like terminating employees for cause.

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Miguel Hernandez
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39 views2 pages

Centro de Gestion Administrativa

The document discusses a small business owner who fired an employee for theft but did not have clear HR policies stating that theft was grounds for termination. When the ex-employee applied for unemployment benefits, the owner received a call asking if such policies were in place. The summary emphasizes that having HR policies is important for small businesses to cover situations like terminating employees for cause.

Uploaded by

Miguel Hernandez
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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CENTRO DE GESTION ADMINISTRATIVA.

GESTION DEL TALENTO HUMANO.

ENGLISH

TEACHER: MARIELA.

STUDENT: MIGUEL ANGERL HERNANDEZ MESA.

N°GROUP: 683173
Drafting your HR policy? Don’t forget to include the following

One reason why owning a small business is so attractive is because it involves less of the kind
of red tape associated with larger organizations. Yet, if you have employees, you need to have
policies in a number of areas, no matter the size of your business.

Case in point: a colleague of mine who runs a small business recently terminated an employee
who had stolen from the company. On the Record of Employment – the document that must
be prepared when someone’s employment ends for any reason – she indicated “For Cause.”

The CEO of Clearpath Robotics in Kitchener, Ontario says his company aims to automate the
"dullest, dirtiest and deadliest" jobs in the world with robots. Matt Rendall says robots are
going to effect change in the workplace.

A few weeks later, that same business owner received a call from Service Canada (the
administrative body adjudicating claims for Employment Insurance). Apparently, the ex-
employee had applied for benefits and disclosed he had been fired for theft. The Service
Canada representative confirmed that individual had been terminated for cause. However, the
call was not over. Next came the question: did the company have policies in place expressly
stating that theft from the business was grounds for termination for cause? Fortunately, it did.
Their employment agreements and employee manual clearly stated that theft was cause for
immediate termination. But do all small businesses have enough human-resource prowess to
address that eventuality?

It might seem self-evident that stealing from the business is a bad thing, and will almost
certainly result in someone getting fired. Not in the eyes of the law.

Text extracted from: http://www.theglobeandmail.com/report-on-business/small-


business/sb-managing/human-resources/drafting-your-hr-policy-dont-forget-to-include-the-
following/article23247158/

Palabras para Traducir

Indicated=Indicado, Received=Recivido, Applied=Aplicado, Terminated= Terminado

Questions

1. What is the text main idea?


a) No matter the size of an organization, all needs human resources policies
b) Stealing from your employee can get you fire

2. In the text when the author refer to an employee was terminated in cause, is he meaning?
a) That an employee was fired for theft
b) A document prepared when someone’s employment end for any reason

3. Why the decision to terminate the thief employee’s contract is questionable?


a) Is not allowed by the Canadian law
b) Because the company didn’t have policies in place expressly stating that theft from the
business was grounds for termination for cause

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