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Do the right thing when investigating theft
By Jenny
C. McCune Bankrate.com
 If
you believe that an employee is doing the wrong thing -- stealing
from your company -- it's important that you do the right thing:
conduct a fair investigation.
Here's how to get to the bottom of the matter:
- Consider the source
of the charge.
Is
the person reporting the theft credible? Is there a hidden agenda
that's prompting the person to make the theft charges?
How can the theft be proven? Are there records
or documents? Could a videotape recorder have recorded the crime?
Talk to witnesses, document their accounts and assess their credibility.
Ask them to keep the matter confidential while the investigation
is ongoing.
- Seek the advice of an accountant.
A forensic accountant can look for embezzlement
clues in your books.
- Talk to the employee
suspected of committing the offense.
Do
not accuse him or her of theft. You are investigating a possible
violation of company policy. Ask the employee what knowledge he
or she has about the missing funds or goods. Keep the dialogue objective
and non-confrontational. Have a management witness present during
all discussions.
- Consider interim action to prevent further
damage.
If you are convinced after the suspect employee's
interview that he did commit a crime, suspend the employee without
pay until your investigation is completed. Firing an employee prematurely
can backfire and make it impossible to build a case for prosecution.
- Do not detain employees against their
will.
If the employee insists on leaving during an
interview, remind the employee that failure to participate in the
investigation will result in the company making its decision based
on the information available.
Source: Bruce H. Henderson of Tanner & Guin
LLC
Jenny C. McCune is a contributing
editor based in Montana
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