Staff stealing.
Discussion
What means have you got of checking the figures? Till rolls vs Accounts will give you all the evidence you need surely?
If it's happening it's obviously unacceptable. It's a pretty cut and dry case of theft. Monitor it until you're certain, then take the appropriate action. The severity of my action would depend on the amount gone walkies, but it'd be harsh regardless.
If it's happening it's obviously unacceptable. It's a pretty cut and dry case of theft. Monitor it until you're certain, then take the appropriate action. The severity of my action would depend on the amount gone walkies, but it'd be harsh regardless.
Edited by Stu R on Friday 24th September 08:44
In which case I'd look for either a better EPOS system which logs the staff member using it, or just tell whoever's been grassed up that you've had a couple of complaints and that you're obliged to investigate / monitor. Or both.
I'd just confront them, play it a bit cagey so as to let on you know a lot more than you actually do and let them do the talking. Not a nice situation to be faced with, I can't stand the thought of not being able to trust employees.
I'd just confront them, play it a bit cagey so as to let on you know a lot more than you actually do and let them do the talking. Not a nice situation to be faced with, I can't stand the thought of not being able to trust employees.
Stu R said:
In which case I'd look for either a better EPOS system which logs the staff member using it, or just tell whoever's been grassed up that you've had a couple of complaints and that you're obliged to investigate / monitor. Or both.
I'd just confront them, play it a bit cagey so as to let on you know a lot more than you actually do and let them do the talking. Not a nice situation to be faced with, I can't stand the thought of not being able to trust employees.
It's horrible. This one's been a friend too, functions etc.I'd just confront them, play it a bit cagey so as to let on you know a lot more than you actually do and let them do the talking. Not a nice situation to be faced with, I can't stand the thought of not being able to trust employees.
Two routes to go with this
1. You gather evidence, confront and then dismiss.
2. Get him in for an informal chat, ask him if everything is alright at home, an hassles or pressure, gambling debts, drug habit or urgent need for fast cash. If the behaviour is out of the ordinary then support him, find out what is causing the behaviour. Tell him you know, tell him to stop it and find out if you can help on a practical level, eg more shifts, overtime etc. you might gain a far more loyal and productive employee.
1. You gather evidence, confront and then dismiss.
2. Get him in for an informal chat, ask him if everything is alright at home, an hassles or pressure, gambling debts, drug habit or urgent need for fast cash. If the behaviour is out of the ordinary then support him, find out what is causing the behaviour. Tell him you know, tell him to stop it and find out if you can help on a practical level, eg more shifts, overtime etc. you might gain a far more loyal and productive employee.
Gargamel said:
Two routes to go with this
1. You gather evidence, confront and then dismiss.
2. Get him in for an informal chat, ask him if everything is alright at home, an hassles or pressure, gambling debts, drug habit or urgent need for fast cash. If the behaviour is out of the ordinary then support him, find out what is causing the behaviour. Tell him you know, tell him to stop it and find out if you can help on a practical level, eg more shifts, overtime etc. you might gain a far more loyal and productive employee.
Really you need to go Route 1 - The relationship will be irrevocably broken if you go route 2 and, you'll always be worrying if/when it will start again. In many cases it does1. You gather evidence, confront and then dismiss.
2. Get him in for an informal chat, ask him if everything is alright at home, an hassles or pressure, gambling debts, drug habit or urgent need for fast cash. If the behaviour is out of the ordinary then support him, find out what is causing the behaviour. Tell him you know, tell him to stop it and find out if you can help on a practical level, eg more shifts, overtime etc. you might gain a far more loyal and productive employee.
Employment law is unlike criminal law - you don't have to have absolute evidence, if on the balance of probability you think this employee has been stealing, you can discipline, and in this case, probably dismiss, for gross misconduct. Just make sure you follow your own procedures and the code of practice from ACAS and they shouldn't be able to claim for wrongful dismissal.
Stu R said:
What means have you got of checking the figures? Till rolls vs Accounts will give you all the evidence you need surely?
If it's happening it's obviously unacceptable. It's a pretty cut and dry case of theft. Monitor it until you're certain, then take the appropriate action. The severity of my action would depend on the amount gone walkies, but it'd be harsh regardless.
Theft with dishonesty, Police/CPS/Magistrates will arrest/prosecute/convict, probably community service, if it's over a few grand a short stint locked up is a likely outcome.If it's happening it's obviously unacceptable. It's a pretty cut and dry case of theft. Monitor it until you're certain, then take the appropriate action. The severity of my action would depend on the amount gone walkies, but it'd be harsh regardless.
Edited by Stu R on Friday 24th September 08:44
Firm evidence will be needed though, video is best, backed up by till rolls.
If you've got enough evidence the police will happily rock up to your customers premesis and arrest the culprit.
Gargamel said:
Two routes to go with this
1. You gather evidence, confront and then dismiss.
2. Get him in for an informal chat, ask him if everything is alright at home, an hassles or pressure, gambling debts, drug habit or urgent need for fast cash. If the behaviour is out of the ordinary then support him, find out what is causing the behaviour. Tell him you know, tell him to stop it and find out if you can help on a practical level, eg more shifts, overtime etc. you might gain a far more loyal and productive employee.
To be honest, the 2nd option sounds like the best one, you'll find out what sort of person he is atleast, whether he's man enough to admit to what he has done without you needed to get all this evidence, if he doesn't make sure you have evidence anyway, enough to get rid as you don't want someone like that working for you.1. You gather evidence, confront and then dismiss.
2. Get him in for an informal chat, ask him if everything is alright at home, an hassles or pressure, gambling debts, drug habit or urgent need for fast cash. If the behaviour is out of the ordinary then support him, find out what is causing the behaviour. Tell him you know, tell him to stop it and find out if you can help on a practical level, eg more shifts, overtime etc. you might gain a far more loyal and productive employee.
How many staff use the tills?
Initially I would call a meeting for all that do, inform them that the cash takings are not balancing with stock take, then see what happens next. No accusations of fingers in the till, just 'error'. But if he's smart, he'll realise it's being noticed, and now watched for.
That way, it's singling out no-one, and it's also possible the peer pressure will stop him.
In the meantime, I'd try to get proof so that if it continues you can confront him from a stronger position.
Initially I would call a meeting for all that do, inform them that the cash takings are not balancing with stock take, then see what happens next. No accusations of fingers in the till, just 'error'. But if he's smart, he'll realise it's being noticed, and now watched for.
That way, it's singling out no-one, and it's also possible the peer pressure will stop him.
In the meantime, I'd try to get proof so that if it continues you can confront him from a stronger position.
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