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Old 05-24-2025, 11:19 AM   #26646
iggy_oi
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Originally Posted by bizaro86 View Post
The only evidence that the employer is OK with directions not being followed is a lack of punishment.
Well that’s more evidence than there is that they’re not ok with it so I’m not sure I understand what you’re getting at here.

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So your argument reduces to "since the employee hasn't been punished for not doing their job they shouldn't be punished".
Actually it’s “an employee shouldn’t be disciplined for doing something their employer lead them to believe was ok”.

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If the employer punished the employee, and demonstrated that they did in fact want that procedure followed, you'd be fine with that then?
If they demonstrated that they weren’t ok with it before the employee violated the policy they’d be well within their right to discipline that employee for just cause.

Now if you’re asking if I’d be ok with it if the employer only demonstrated that they wanted to start enforcing the policy after the infraction then no I wouldn’t be fine with that. It’s worth pointing out that even if an employer hasn’t been enforcing a policy for years and have effectively taken away their ability to use it as a means to establish just cause for discipline all they have to do to make the policy enforceable again is to tell their employees that going forward they will be enforcing it.

This really isn’t that complicated.

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Worth noting that not fighting something doesn't mean you're ok with it. Eg stores direct their employees to not confront shoplifters, but thay doesn't mean they condone it.
You’re reaching pretty hard here bizarro. The shoplifter isn’t an employee so this is just comparing apples to oranges.

Say an employee subject to that policy tried to tackle a shoplifter running out the door though and in the process injured themselves or knocked over a display case causing damage to company product. When the company disciplines that employee for not following the policy are you going to consider that to be condoning shoplifting?

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Similarly, the resources it would take to monitor nationally dispersed employees for time-theft might outweigh the savings (since most people are ethical and will do their job without being followed around), but that doesn't mean they condone time theft.
Well duh. If the company isn’t aware that the time theft is occurring then that couldn’t possibly be considered as condoning it. Glad we were able to agree on at least one thing.
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