1. What to Do ? A manager's decision to impose a penalty in response to a particular offense requires the application of responsible judgment. In determining the appropriate penalty, supervisors typically observe the principle "like penalties for like offenses" meaning penalties should be applied consistently to people irrespective of their race, religion, national origin, gender, age, or handicapping condition. Otherwise, a discrimination complaint from one or both of the employees or coworkers is likely. Here is the situation followed by your assignment! Here is the situation! A company employs two workers who commit the same offense. The employees both utilize the company hardware and software on work time to operate an outside business and earn a commission. Following a thorough investigation which corroborates the guilt of both employees, the company CEO comes to you for guidance on what action to take. This is what you should consider! Should the employees be issued the same or different penalty? What should it be and why? Should one or both or neither be admonished, issued a reprimand, given a short or long term suspension, discharged, or given a second chance. What type of discipline would you recommend and how can it be supported. Recognizing "like penalties for like offenses", what about each employee's position, prior performance & disciplinary record, length of service, knowledge of right from wrong, and potential for rehabilitation. Along those lines, are there mitigating or aggravating factors or circumstances surrounding the offenses committed by either or both? In recommending appropriate action, should consideration be given to the following conditions? Employee A works in the IT department and Employee B is a supervisor: Employee A has never received prior disciplinary action and Employee B was previously issued an admonishment & a reprimand: Employee A has been with the company for 10 years and Employee B has been with the company for 3 years: Employee A has been rated fully successful for the past 3 years and Employee B has been rated outstanding for past 3 years: Employee A was never trained in the use and misuse of company equipment and Employee B was trained in the use and misuse of company equipment; and Employee A has no personal or professional difficulty and Employee B is experiencing job tension, stress, and the loss of an immediate family member