Dealing with employee theft, whether it is as simple as taking money from the cash register or as complicated as the falsification of an expense account or issuance of phony checks, is never an easy undertaking for any business leaders.
While there is a need for justice to prevail and to admonish and correct the wrongdoer, it is also essential to practice due diligence to enforce parity and protect the entire organization.
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The following are some of the necessary steps that should be taken in cases of an employee caught stealing:
The last thing organization leaders would want to do is formulate and implement decisions that are based solely on mere hearsays. Evidence should be gathered to ascertain what had happened. There are also cases when third-party investigators need to be brought in as they have expertise in the field.
Check the policies
It is important to base the decision or penalty on company policies because doing so can be the difference between a quick resolution of employee theft and complex litigation. Company rules need to be enforced consistently as well.
Use words carefully
Just like the previous step, using euphemisms or appropriate terms can save the organization from litigation or defamation cases. For example, the word “theft” can open a can of worms. In most cases, especially if the accusation has not been proven yet, it is better to use “violation of company policy.”
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