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Removal of half day

LegacyUser

I'm looking for some advice regarding a course of action I'm considering pursuing with the team I manage.

Monthly, immediately prior to a stock take, its traditional that my team get a paid half day. This isn't a contractual entitlement, nor is it on the rota or guaranteed anywhere. It's simply a practice that has been in place for a number of years, though it's not written into any employment contracts etc.

Recently following the half day, a member of my team was guilty of what could be construed as gross misconduct (I'm not going to elaborate). I turned a blind eye on the basis that had I raised the issue, the person in question would have been sacked.

My intention now is to cancel the next half day for everyone on the basis of this guy's actions being facilitated by the half day. The option of cancelling only for him isn't possible, as I'd then have to cite a reason and go down the disciplinary route. This on the other hand isn't so much a punishment but a loss of privilege

I'm looking for advice on pursuing this course of action, and the likely long term repercussions on morale etc. While the actions of the peraon in question should not merit sacking imo, my employer would have sacked him, hence why I let it go however I need to ensure this isn't repeated.

Would appreciate opinions on the course of action I'm pursuing

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micar

So, you're going to punish all because of the actions of one.

Not a good idea.

If you do this, you'll have to explain why and people on your team will go over your head and the management will find out what happened.

[Deleted User]

You're protecting a member of staff who is guilty of gross misconduct, while removing privileges from staff who had nothing to do with it? Are you seriously considering this? This is a terrible idea, the potential impact on the morale of the other staff is bad enough, but why are you circumventing your workplace's disciplinary rules by not reporting this person? You're risking your own position on top of everything.