When I shared the story about Meijer and their handling of an autistic employee, I didn’t expect the feedback I received. The story struck a nerve on both sides.
One reader reached out. We’ve been in contact multiple times. She shares encouragement and affirms the work I’m doing here. One of the great things is that she works in the non-profit world at an organization that employs several autistic adults.
She shared with me how she would do as the director of their work center. I found it to be insightful, helpful, and beneficial for everyone, especially those who work with individuals who are neurodivergent.
5 Steps To Take When An Employee Breaks The Rules
The steps outlined below are by the reader. She specifically tailored them to the situation. I believe they extend beyond that situation to encompass how we should handle most conflicts or broken rules.
Here are 5 steps to take when an employee breaks the rules or the law:
1. I would have called the employee aside and privately addressed the food theft, pictures, cost, etc.
What do you do when you see something that shouldn’t happen? Do you address it publicly or privately? Any issue should be addressed privately first. Take the employee aside. Let them know you saw what happened. Inform them of the impact of their actions.
In doing so, you bring to light that their actions were improper. They also know that they were seen.
2. I would not have called the police unless it warranted doing so.
Police should rarely be brought into such instances. They’re for serious matters. Don’t escalate the situation if you can de-escalate it with a meeting and conversation.
Most matters can be handled internally without bringing in law enforcement.
3. The employee would be given a second chance at honesty:
Offer an opportunity to apologize and own up to what they did. In doing so, you provide them with a chance to regain their dignity, make amends, and move forward.
You could change a life by doing so. Your actions here can show someone that they are valued, cared for, and capable of improvement. Be gentle, help them to grow in the right way.
4. The employee would pay what he/she owed for the food:
If petty theft was involved, offer them the opportunity to pay back what was stolen. If they make it right, that’s great. They took responsibility for their actions, learned from them, and have an opportunity to continue working toward improving their integrity.
It can be hard to trust someone after a breach of trust. However, you can give them the opportunity. Your actions here could change the trajectory of their life.
5. If an employee is observed harassing the Autistic person over the theft (which was none of their business to start with), they would be reprimanded privately and sent home (without pay) for the rest of the day. Must apologize to the autistic person and employer before being allowed back to work:
You also need to be aware of the attitudes and actions of other employees. How do they respond to situations where someone has done something wrong? Are they supportive? Great! Do they mock, make fun of, or treat them differently? That’s not so great.
Let your team know you won’t accept harassment of individuals regardless of what they’ve done. They deserve dignity and should be treated with respect.
