Ok so whether this goes further to the police is entirely down to the employer. They have the full right to decide if it is something which they want to deal with internally or if they wanted to report it to the police. Once with the police, it is very much in their hands and they decide on what happens next, they investigate and they issue the appropriate penalty.
Considering what has happened, this offence will be at the lower end of culpability and harm suffered so it will be dealt with most likely with a caution or fine. A caution is not a criminal record as such but a fine will officially mean one. The fine does become ‘spent’ after a year though so there should be no long-term repercussions from this.
The best way to avoid this going to the police is indeed to plead with the employer, it is best not only that you ask they drop this, but that she goes and faces the music herself - offers a personal apology, perhaps explain why she did what she did and plead that she is given a second chance. She obviously cannot expect to keep her job but at least she should be given the chance to learn from this and not get a black mark, not only on her employment record but criminal one as well.
So in conclusion it is entirely down to the employer and how they wish to deal with this - all you can do is plead with them not to take it further and just stick with the internal disciplinary process - the rest is down to them.
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