Execution SMRT demoted because of a charge of driving alcohol

How should human resources manage cases of personal misconduct – especially if they occur outside employees' work hours?

SMRT's chief of operations was demoted and lost his annual bonus. He was sentenced to two weeks in prison and fined $ 4,000 for the repeated offense.

Alvin Kek Yoke Boon was also confronted with a salary reduction corresponding to the demotion. Even though the offense took place outside working hours, Margaret Teo, vice president of corporate communications at SMRT, told Channel NewsAsia that the actions were justified since Kek's shares would have repercussions on the reputation of the public transport company. a serious view of the conduct and actions of employees that negatively affect the interests and reputation of the company, whether this occurs during work or otherwise, "Teo said.

" It was advised and warned that it will be returned if there are other faults. "

Kek was arrested about two months ago at Woodlands Checkpoint In addition to his sentence, he was also disqualified from holding or obtaining all classes of driver's license for three years after his release.

At the checkpoint, he told an Immigration and Checkpoints Authority (ICA) officer that he had entered by mistake and had not intended

The officer suspected that he had been drinking and asked him to get off the car for a breath test, he failed the test and was subsequently arrested.

In June, the court took into consideration his conviction for another offense of driving while intoxicated in 2004. Kek also had a series of driving offenses.] Vice President Teo said that Kek was suspended from his work following the conviction.

When a misconduct should the staff affect the status of employees at the workplace? Share your thoughts below.

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