Ive done HR for 20 years as well in my past. No big deal. But it clearly states he was was fired for theft,
not attendance.
"The arrest report from Sept. 15 alleges Arochi stole a gold Samsung Galaxy S5 phone, valued at $650, from the Sprint Wireless Store he managed in Wylie.
On Nov. 1, Arochi said he was on a leave of absence from Sprint due to the Morris investigation, but
according to coworkers, Arochi was fired after his arrest for theft."
http://starlocalmedia.com/allenamer...e7a-661b-11e4-908d-8b1d2710f0e3.html?mode=jqm
My post from before: He took and returned company property-theft and recovery
He obviously has questionable attendance issues and possibly violated company policy
That is the way I see it ..being a Former HR Director for over 20 years ..I think I can make a judgement call.
BBM
Let me clear this up regarding why there may be more to his Termination IMO ~
I know exactly what the arrest record and disposition states.
I can also see what is stated in the affidavit .(regarding the obtained video from Kroger reflects- that the detective described he appeared to do.)
I also am very clear on what he is stating as far as his work scheduled requirement for that day.
I am also very well aware that he obviously was not in that stated work location at 10:15 am 8-30-14.
(This is why I have included the possible attendance policy issue)
At this point (IMHO and my years of experience) it is simply a matter of several things.
1. He did not clock in the store prior to 11am... (this would fall under Time & Attendance policy)
2. He did clock in at the store at the 8am or later time frame and left with approval from his boss. (this would be approved-no issue)
3. He did clock in at the store at the 8 am or later time frame and left without approval from his boss. ( this could be a Time & Attendance issue as well furthermore along the lines of performance expectations)
This is why I stated in my post
POSSIBLY ATTENDANCE ISSUES VIOLATED COMPANY POLICY to dovetail along with the severity of theft of company property.
There might have been several items listed in his Termination documents and documentation for overall records ..(None of us to my knowledge have those available to review)
I personally in my HR career always listed any and all policy & performance issues on terminations as well as active employees to have available in the likelihood it would be required to produce that documentation.(that is a requirement of the HR role and is a given..if not being done then HR & Mgmt would not be doing the required job function)