@Jessica Booker I had an assessment centre today and there was a commercial exercise about a dispute with an employee. Basically the company wanted to fire him and offered him a redundancy package on the lower end of the scale of what they normally offer (his performance was ok, but not stellar). He said he might have some useful information for them (about the fact that two of their senior executives had destroyed some documents they weren't supposed to), possibly as a negotiating chip to get a better package. Eventually we found out that the senior executives didn't do that, and that the employee in question was mistaken / lied.
The question is, should the company now give him an increased package (to at least average level), given that he *might've* tried to be sneaky about it and offer information which he may or may not have known was false?
It was a tough one for me, I said the company is under no legal obligation to do so, even less so now that they suspect he might've tried to game the process, but that they could consider it anyway just because they don't want him going to the media, complaining about a low payout and hurting their reputation, and also it's always better to split on amicable terms, especially if the monetary cost of doing so wouldn't be too high.
Do you think this was the right approach?
