HR SUPPORT KENT – TOP TIPS
What Do I Do If I Think My Employee Is Stealing From Me?
Sadly this is always a possibility in any business and as an employer it’s not something you’ll really want to think about, but it’s key that you tackle this issue in the right way from the moment your suspicions are raised, in this HR Support Blog we look what you can do.
Stealing could occur in all areas of your business, and it’s important to remember that it comes in many different forms, from removing the odd notepad or pack of pens from the stationary cupboard, to skimming the till, using “mates rates”, or even selling your confidential information.
But if you do suspect someone is stealing from your business in one form or another, what action should you take, check out our HR Support Top Tips below;
Gather the Facts
You’ll need to ensure any investigation you launch is a fair one. You may consider using someone you trust who’s independent from the issue, or an external source to review or collate evidence to assist you. It’s critical that you seek to gather some hard, tangible evidence to support the approach you take. Accusing somebody of theft is a highly risky move to take, unless you have the evidence to back it up.
Take Protective Action Quickly
Don’t forget that the risk you have identified is still active and the longer you take to act can only increase the risk of the same issue continuing.
Look for new controls to implement to eliminate further damage to your business. You’ll want to think about changing passwords, locking accounts and other confidential data depending on the severity of the issue you’ve uncovered.
Wait to Decide on Punitive Actions
This is likely to be an ‘emotional’ process so take time to think it through before you act. To ensure that you take the right decision you may need an extra day for your emotions to be balanced.
You’ll need to weigh up the cost of your time and energy trying to collate the evidence to press charges when the losses may not be recoverable. You may want to consider making an offer and not press charges if most of what has been taken is returned.
Where there has been a considerable loss to your business you may be justified in summarily dismissing an employee for gross misconduct offences, but if you feel that this is the case, getting some legal advice beforehand is prudent and of course, having a suitable disciplinary process and employee handbook in place at the outset of recruiting staff will make the process far more straightforward.
Move Forward Quickly
Only by quickly moving forward and putting it behind you will you limit the true damage to your business.
Look to conduct any interview with the person in a calm and rational manner and try not to give them too much advanced notice that you wish to have a chat with them in private. If guilty, advanced warning might provide them the with the time to fabricate a story as to why they couldn’t have been involved.
Learn From the Mistake and Make Changes
Set in motion a review of the way you had approved those budgets, placed orders, tracked shipments, took deliveries, made payments, and reported expenses etc — all things that you should have been doing before. Use the negative experience as an opportunity to strengthen the control environment within your business.
Don’t Take It Personally and Have Compassion
Your business won’t benefit from hanging onto the negative emotions that an event like this will naturally bring with it. Moving forward is far more important than ‘getting even’. Identify the issue, deal with it in a strong, but understanding and compassionate way, revisit your internal controls, and move on.
If you would like more free HR Support and Information please check out our HR Blog Page https://www.qbhsolutions.co.uk/category/hr/
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