0
The answer depends on a couple of things. First, what are your objectives? Do you want to counsel, fire, or criminally prosecute? And second, do you already have sufficient evidence to take action, or is your investigation not complete?
Once you define your objectives, are you talking to the employee to gather information, or simply to inform them as to your decision regarding disciplinary action?
If you have sufficient information to counsel or fire, I suggest you handle it no differently than you would any other counseling session or termination of employment. State the problem and corrective action, or state the problem and notice of termination. Your employee will attempt to rationalize - don't indulge too much of that.
If you want to prosecute, do not approach them at all. Contact your local police and show them that you have all the information needed: an identified suspect, and evidence conclusively linking them to the theft. They will take it from there, if you do in fact have a completed investigation. If not, they may or may not actively work your case based on its priority and available resources.
If you do not have sufficient information for termination or prosecution, you will need to develop it yourself first, before you approach anyone. Also, confrontation of an employee by a person who is not trained and experienced in interview will only elicit a denial - build your case first. Working with a professional investigator who is trained and experienced in this specific type of case may be an option to ensure you build a sound case without incurring civil liability.
What else can I help you with?
When an employee does personal business on a computer while he or she is at work what are they stealing?
The employee is essentially stealing wages from the employer because the employee is getting paid for not doing work for the employer.
Do you tell your boss that a employee is stealing?
Yes you have to, that employee should not be welcome to work at the company
What is employee misconduct?
Some of the employee misconducts are calling in sick when not really sick and stealing from work.
What charges can you file for an employee stealing company information?
Theft and fraud; misconduct.
What is a production standards approach of an employee?
Production Standards
What is one thing an employee should never do?
An employee should never say or do anything that can be viewed as critical or disrespectful to an employe. Stealing and lying would be two huge things an employee should never do.
Does an employer have the right to tell clients when an employee is terminated for stealing from other clients?
Truth is an affirmative defense to any claim of defamation. If the employee was, in fact, stealing from other clients, barring any contract or local law stating otherwise, the employer is completely within their rights to do this.
What should you do the first time an employee get caught stealing?
you should do the right thing and report to the police or to his/her boss and get that person fired
Construct a sentence with the idiom to come clean?
The bad employee came clear, and told his boss he had been stealing from the company.
What is the best approach to dealing with difficult employees?
How do you address and employee that is always combative
What if your coworker is forging her time card should your turn her in?
Yes, although no one likes to rat on a fellow employee, this is at the least dishonest and at the most, it is stealing. It is also unfair to every other employee in the company.
What is Psychological approach to management?
The psychological approach to management focuses on understanding human behavior and motivation in the workplace. It involves using psychological principles to improve employee performance, satisfaction, and well-being. This approach emphasizes the importance of effective communication, leadership, and employee engagement to create a positive work environment.
