Imagine an employee coming to you accusing a coworker of theft. All accusations of that nature should be taken seriously and investigated as soon as possible.

1. HOW TO INVESTIGATE
EMPLOYEE THEFT?
Assess the Situation and
Protect Confidentiality
Notify your Insurer
Start the Investigation
Make a decision and
take action.
Sometimes it is better to investigate minor thefts.
This will prevent you from jumping to hasty
conclusions that could lead you to be sued.
Your investigation may result in the termination
of an employee's contract or the recovery of
stolen property. This could lead to lawsuits
against your company and/or the dishonest
employee.
Make a list of the people you want to talk to and
define the interview process. You should outline
everything you have learned about the case and
organize future interviews.
If they are found guilty, they should be disciplined
or fired. You might also need to file criminal
charges against them regardless of whether
they're your best employee.
Make sure to take the
necessary precautions.
Designate an Investigator
Collect and evaluate the evidence
Before you speak to your employees, it might be
a good idea for them to get legal advice. Make
any necessary changes to their work schedules,
or grant them a paid leave.
This person can put together a small group to
assist in the investigation. While you can supervise
the process, it is best to avoid the decision-
making involving the investigative process.
You can use any evidence, including emails,
digital records, security camera footage, or
employee logs. You must ensure that all
evidence is properly categorized and easily
accessible for the investigators and your legal
and compliance teams.
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