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When you hire an employee, you never imagine they will steal. Sure, some bad apples are opportunists yet this person seems bulletproof. Anyway, the DBS check came through clean so there is nothing to indicate they are thieves. When things start to go missing from the office, this is when the attitude changes . Who on earth is stealing from the company? Making accusations without evidence is a fatal error. Bosses have to be subtle yet decisive in their actions. Otherwise, the theft will continue and the company will suffer.
To help you deal with employee theft, here are four tips to consider.
To build up a case, you need proof. And, to get it, there needs to be evidence which weighs in your favour. A smoking gun is not always essential as this isn't a court of law. Usually, facts which stack up against a person will mean you can remove them without fear of repercussions. So, keep your eyes peeled and look for the irrefutable signs. Is there stock missing and only one person has a key to the room? Is there a video of anything shady? Is there a paper trail which leads back to them?
Once there is evidence of wrongdoing, it's important to look for more info. The right detail will strengthen the case and prevent a costly appeal. A criminal record check might not be enough, for example, as www.duffylawct.com/state-crimes/expungement wipesrecords. Asking a former police officer with or a private investigator to delve into their background could be the cherry on top of the icing. It's worth noting that you're suspecting them because of their record but because they gave you cause and there is sufficient reason to doubt them. It's nothing discriminatory.
Emotions run high when details of theft come to light. The first thing you want to do is sack them on the spot. The trust is gone and there is the business' reputation to consider too. However, doing it without going through the proper channels is a recipe for disaster. Even if they are guilty, not dotting the I's and crossing the T's could result in a lawsuit which goes in their favour. Contact HR and notify them as well as any union leaders and representatives. As a rule, make sure there is another person present so that it isn't your word versus their word.
Usually, there is no reason to call the police from the violence point of view. Some people might be angry, but they'll calm down and leave in the end. Plus, if there is security downstairs, they can handle the job. You'll need the police for insurance purposes. The insurance company will require evidence of theft for the claim, and a report is pretty legitimate. Speak to them ASAP and get a copy for your file.
Do you suspect an employee of stealing? What are you going to do to handle the situation?
