ACS

Theft By Staff

INFORMATION SHEET – SECURITY

 

Security measures against staff theft must first occur in the recruitment process.

 

As well as an ability to do their job you want staff to be honest, trustworthy and loyal to the business.  Any problem with ability will be revealed in the probationary period but honesty and trust may not be so easy to establish.

 

You will need to consider the information available to you from CVs, job application forms, interviews and references. Remember your responsibilities under the Rehabilitation of Offenders Act 1974 - spent convictions.

 

Any doubts or uncertainties raised by CVs or job application forms should be taken up in interviews

 

Many employers feel that references are a waste of time but they can sometimes help as much as in what they do not say as in what is stated.  For example, if you ask the direct question “do you consider the applicant to be honest, trustworthy and a loyal member of staff” and you get a negative response then this might give you cause to make further enquiries.

 

When you have done what you can to “vet” the applicants and made the decision on who to employ it is important to emphasise your standards from the start.  In doing so any would be thief might well decide it wasn’t worth the risk joining you.  On the other hand, honest individuals should welcome your fair and open approach. When making your job offer additional clauses along the following lines might be appropriate:-

 

“With the help of our staff we have developed a culture of trust and fairness within the workplace and we know that this is a major factor in creating the loyalty we show to our workers and that we believe they feel towards us.

 

This does not mean, however, that we are soft on the small minority who abuse our trust or that of their fellow employees.  For this reason we have in place various security measures that are designed to minimise the risk of fraud or theft.  These include positive and clear procedures and rules dealing with such matters as:

 

·        Stock control

·        Due diligence (whistle blowing)

·        Till and cash handling

·        Serving relatives or friends

·        Staff purchases

·        Right of search

·        Discipline

·        Deductions from wages

 

All these are in place to deter that small minority who might be open to temptation for all sorts of reasons and temporarily overlook that fraud or theft is never justified in any circumstances.  Please do not feel that they are in anyway personally directed at you but are pointed out to explain their presence in contracts of employment and staff handbooks”

 

Regular training of staff should include reminders of the above and there should be consultations about any additional security measures that they feel might be appropriate.

 

Theft by staff might involve stock, cash or property belonging to work colleagues and therefore always point out the regularity of your stock takes, the till and cash handling procedures and the responsibility of staff to look after their personal property.

 

If, despite every precaution you suspect a staff member of theft it is most important that you follow correct disciplinary procedures before making the decision to dismiss for gross misconduct.  There should always be a thorough investigation, of course, and in some cases it may be appropriate to use your CCTV cameras for covert monitoring.  In this latter event it is import that you comply with Part III of the Data Protection Act Code of Practice.  Phone the Helpline for guidelines.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

All PBS information sheets are designed to provide the detail you need to implement best business and employment practices.  They are not a detailed commentary on the current law and where advice is needed in a specific case you should contact PBS for expert consultation.

 

 

 

 

Security 6