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The policies are more symbolic than anything, they would signify that the company doesn't condone such behavior. However, I think such policies should, by law,
by LocalH 4y ago
The policies are more symbolic than anything, they would signify that the company doesn't condone such behavior. However, I think such policies should, by law, kick in after conviction and appeal processes have finished, when incidents are criminal in nature. If a person is not convicted, these policies should not apply. Too often, they apply upon arrest.
- AlexandrB 4y agoThe difference is in the burden of proof. To be convicted in the criminal system the burden is "beyond reasonable doubt". In the civil system it's lower: "preponderance of the evidence". In the eyes of an HR department it's lower still. Theoretically, if you're arrested there's already "probable cause" - i.e. some evidence. It doesn't seem that weird or unreasonable that HR would act at this level. Does it suck if you didn't do anything? Yes. But people get fired for much less reason (or even no reason) all the time.