The first action HR should take is to arrange to speak with the employee to understand the nature of the crime (A). At the SPHR level, handling arrests and criminal matters requires fact-finding, due process, and risk assessment.
An arrest alone does not establish guilt, and employment decisions should not be made without understanding the circumstances, job relevance, and potential risk. HR must gather information to determine whether the situation affects workplace safety, job duties, or legal compliance.
Immediate termination (B) without investigation may expose the organization to wrongful termination claims. Suspension (C) may be appropriate later but should follow initial assessment. Taking no action (D) ignores potential safety and reputational risks.
SPHR exam content emphasizes that HR must balance employee rights, workplace safety, and organizational liability through careful, consistent investigation.
References :
HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (employee discipline; workplace safety).
HRCI SPHR Study Guide — Managing arrests and criminal conduct in the workplace.
