$1.$ Would you recommend disciplinary action in this case? Why or why not?

It depends on the specific circumstances and context of the incident. While Brenda made a mistake by taking the files home and leaving them in an unlocked vehicle, it is important to consider the fact that she has a strong performance record and has been identified as having upper$-$management potential. Additionally, it appears that taking files home to review was not an uncommon practice among managers at the bank. It would be important to consider the severity of the incident and the potential consequences before making a decision on disciplinary action. For example, if the stolen files contained sensitive information that could harm the bank or its clients, disciplinary action may be more appropriate. However, if the incident did not have major negative consequences and Brenda has taken steps to prevent a similar incident from happening again, disciplinary action may not be necessary.

$2.$ Are there long$-$term implications for the human resource function as a result of this incident?

There could be long$-$term implications for the human resource function as a result of this incident. If disciplinary action is taken against Brenda, it could negatively impact her career development and motivation. Additionally, if other managers are not aware of the bank's policies and procedures regarding the removal of property from the office, they may be at risk of making similar mistakes in the future. This could lead to further incidents and potential disciplinary actions, which would be a concern for the human resource function.

$3.$ Assume that head office has demanded a new policy addressing the security of bank property. Discuss the merits and drawback of having such a policy

The merits of having a new policy addressing the security of bank property include:

Ensuring that all employees are aware of the importance of protecting the bank's property and the potential consequences of not doing so$.$

Establishing clear guidelines for employees regarding the handling and removal of bank property from the office, which can help to prevent incidents like Brenda's from happening in the future.

Providing a framework for addressing incidents related to the security of bank property, which can help the human resource function to take appropriate action when necessary.

The drawbacks of having a new policy addressing the security of bank property include:

It could be seen as restrictive and may negatively impact employee motivation and engagement.

It could limit employees' ability to work from home or off$-$site, which can be beneficial for productivity and work$-$life balance.

It could increase administrative burden on the human resource function, as they would need to ensure compliance with the policy, provide training and education on the policy, and handle any incidents that occur related to the policy.

$4.$ Develop a policy for CRIB

Purpose: To ensure the security of Canadian Pacific and International Bank $($CPIB$)$ property and to prevent the unauthorized removal or misuse of such property.

Scope: This policy applies to all CPIB employees, including managers and staff, who may have access to CPIB property.

Policy:

$$ All CPIB property, including but not limited to$,$ files, documents, equipment, and other materials, must be kept secure at all times.

$$ Employees must not remove any CPIB property from the office without prior authorization from their supervisor or manager.

$$ If CPIB property is removed from the office for any reason, it must be kept in a secure location, such as a locked vehicle or safe, at all times.

$$ Employees must not share CPIB property with any unauthorized individuals or organizations.

$$ If an employee discovers that any CPIB property is missing or has been stolen, they must report the incident immediately to their supervisor or manager.

Consequences:

$$ Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

$$ Any employee who is found to have intentionally misused or stolen CPIB property may be subject to legal action.

Training and Education:

$$ All employees will be provided with training on this policy during their onboarding process and on an annual basis.

$$ Managers and supervisors will be provided with additional training on how to implement and enforce this policy within their departments.

Implementation and Review:

$$ This policy will be implemented immediately upon approval.

$$ The policy will be reviewed annually by the Human Resources department and updated as necessary.

Additional Considerations:

$$ While this policy provides a clear framework for addressing security of bank property, it is important for management to also consider the potential impact on employee motivation and engagement. Ensuring that the policy is flexible and allows for employees to work from home or off$-$site when necessary, can help to mitigate