Shock !!!

What a shock today morning !!!!

The first thing I got to know when I came to office was that my manager was fired for violating buisiness conduct guidelines !!! And the surprising thing is that neither my manager nor anybody else in our team know about this till today morning.

The reason for being fired?? Simple, problem with documents submitted when joining. Two issues become relavant here.. When did he join? And what was the problem with which document? My manager had joined more than a year ago !!! [You might be thinking "What?? they take more than a year to verify docs??". But that's the truth]. Second, while joining, the relieving letter of previous company had a wrong relieving date.. [Again "What the..."]. The difference was 3 months. He was actually relieved 3 months before the date mentioned on the letter. So, is this really his mistake? Isn't it the mistake of the company who issued the lettter?? But the actual fact seems to be that the previous company had issued 2 relieving letters. One with a wrong date & the other one corrected. My manager had produced the wrong one when joining. Maybe he did this by mistake (overlooked) or maybe on purpose (to aviod questions why he didn't work for 3 months). His manager says that he did it on purpose (to aviod questions) & he accepted it. He was fired for honestly accepting his mistake !!

He was a really good manager. He was like to friend to all of us. We never imagined something like this would happen. In fact, he had just been back from a couple of days' leave to shift his house nearer to our office!

Maybe, he submitted the wrong document on purpose. Even then, how justified is the punishment given to him? A few months ago, another employee in our company was fined for violating the same business conduct guidelines. In his case, it was forgery. He had clearly forged documents to alter his salary in the pay-slip of previous organization. Firing him was justified. But for a small offence as this, should an employee be fired? The top management's perspective is that whatever be the violation, it is a breach of trust (& maybe contract). So, go to the ultimate extent of firing him. But clearly, this could also have been an innocent mistake on the part of the employee. And even if the employee did make the mistake purposefully, it is certainly not as severe mistake as the one commited by the other employee (forgery). True, conduct like this must be punished if the person is found guilty. But there must be levels of punishment, right? You should not be fired for small guidelines violation. Tomorrow, if I share my password with my colleague, should I be fired?? Shouldn't the punishment match the mistake?