So, in my example the result would be?
Whatever the manager wants it to be. Some managers would just go ahead and fire the guy. Others would keep him, but slowly and firmly squeeze his balls to send him a message. Depends on the circumstances.
Three real-world examples.
1) Courier had a package on his truck that should have gone to another route in another area. The courier knew that the customer was closed that day, so he performed a DEX08. Wasn't an intent to do anything shady, but took the wrong option to take care of the problem. Was given a warning letter and told that the proper action is to contact his manager and/or dispatch if the situation arises. No issues since then (not that there were any before).
2) Courier indirected an DSR pkg to a neighboring business. His reasoning was that he was trying to take care of the customer, who called in the complaint to begin with and said he wanted the pkg DSR specifically because he wanted it delivered to his place, and his place only. Courier was given a warning letter and GFT'd it. At level 2, he would have had it reduced to a performance reminder or thrown out completely (I forget which) if he had simply taken responsibility for it. Instead he defended his breaking of the rule. Warning letter thrown out, was terminated for falsification. Final level of the GFT, he said he realized his errors. Was told that the only reason he got religion is because he lost his job and that he's not really sorry, good luck with your future endeavors. Boom.
3) Terrible courier was releasing all of his P1 resi pkgs during the P1 cycle and delivering them in the afternoon. Lazy. Begged and pleaded to keep his job. Warning letter and a week of unpaid suspension.