My employee has been stealing supplies — should I fire him? I feel bad

I caught one of my top employees stealing office supplies and selling them online. I was stunned, and when confronted he was very apologetic and begged for his job. He said that he is in a very tight financial situation and was desperate for money. It would seem obvious to let him go, but I feel badly for him. Am I crazy for considering not firing him?

I wouldn’t say crazy — I think you are an empathetic soul who wants to believe the best in people.

However, it’s not like this is “Les Misérables” and he’s Jean Valjean stealing a loaf of bread to feed his child.

He set up an online business selling company supplies on the black market. (OK, eBay, but still!)

So even if his financial distress is true, I’m finding it difficult to have sympathy for that kind of planning and premeditation.

I can’t imagine not firing this individual under these circumstances.

Back to the office means back to annoying colleagues and their habits. I was so much more productive at home rather than in this open plan space. What do you think of offering to take a pay cut if I can go back to working from home?

This is a case of employers being careful what they wish for.

There aren’t a lot of employees who romanticize about what it was like commuting every day and then working side by side with others in tight office spaces.

I don’t think there’s anything wrong with proposing an alternate working relationship to your employer, where you are willing to trade something like your current level of compensation for convenience, especially since it is all in the name of being more— not less — productive.

Present your plan professionally, without griping about your colleagues.

That gives you a better chance of success.

Of course, it also helps if you are a top talent who your boss is afraid to lose.

Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande